Instructional Systems Design
The five-phase instructional systems design or
systematic approach to training provides a method for analyzing, designing,
developing, implementing, and evaluating cost-effective, results-oriented
training programs. It ensures that a step-by-step approach is followed.
Analysis - Analysis provides a method of
responding to changes in human resource requirements, solving job performance
problems, and learning from production experience. Analysis begins with the
conduct of a training needs analysis. The training needs analysis is necessary
to make sure that apparent concerns can be resolved through training. If the
facts confirm a valid training need, job analysis uses existing job data and
employees to identify and rate job tasks.
Tasks rated difficult and important are selected for
training. Their exact methods of correct performance and underlying skill and
knowledge are then determined through task analysis. Completing this process
reveals reliable information on safe work practices. The knowledge and skills
identified provide a task-specific content reference for both new and existing
programs.
In addition to training needs analysis and task
analysis, an audience analysis can also be conducted, if necessary, to determine
the characteristics of the audience that the training will focus on. Reading
grade level and years of experience are two of the types of factors that could
be considered in an audience analysis. A gap analysis that details the current
level of knowledge required to perform a job and the level of knowledge needed
to perform a new or radically changed job may also be conducted.
Design - Design uses the task performance
information collected during analysis to specify, in measurable terms, the
training that employees need to have to learn to perform a job. Job performance
measures used to evaluate employee after-training performance are prepared for
each task. Defining how individual tasks are performed focuses training
development efforts and supports training and qualification.
Learning objectives are developed for knowledge
requirements and grouped into courses. These courses are then organized into a
curriculum. The total number of instructors (classroom and on-the-job) needed is
identified and training facilities and resources are determined. Methods for
evaluating employees and the requirements for keeping records are decided upon.
Development - Development organizes the
instructional materials needed for employees to achieve the learning objectives.
Emphasis is on maximizing the use of existing materials and resources. Existing,
suitable training materials and lesson plans are selected and new ones produced
as required. Resulting training materials are reviewed for technical accuracy,
tried out with a group of employees, and revised as necessary. Performance-based
training materials are the products of this phase.
Implementation - Implementation is the process of
putting training programs into operation. Instructors are selected and trained,
and the availability of employees, facilities, and resources is confirmed.
Training is delivered as planned, and employees and instructor performance is
evaluated.
These evaluations serve two purposes. First, they verify
that employees have achieved the learning objectives. Second, instructor
performance problems can be detected and solved. Key records are maintained to
support management information needs and to document the performance both of
employees and
Training Evaluation. Training evaluation ensures
training's continuing ability to produce qualified employees. Monitoring
employee job performance, equipment and procedure changes, and production
experience helps maintain and improve the training program. It is the dynamic
process of assessing performance, identifying concerns, and initiating
corrective actions. The program feedback it yields enables training to respond
to unforeseen problems or changing conditions. Completing evaluation steps
produces the performance data and feedback vital to any training system.
APS assists our clients with all phases of Instructional
Systems Design. We tailor our services and approach to fit each
situation, with the goal of creating a program that adds value to your
organization. For more information, email us at info@aps-online.net
or call Greg Pancerev at 610-987-4054.
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