ADVANCED INSTRUCTIONAL DESIGN
In this seminar you'll learn...
How to use in-depth analysis tools to determine training needs
Ways to speed up the development process without sacrificing quality
How to test and measure training impact
Using maps, outlines and other tools to put you in control of the design process
And much more!
As someone involved in developing training, you probably know how hard it is to ensure training really takes—and that employees use their new skills back on the job. Your job keeps you very busy, so busy, in fact, you may feel you don´t have the time or know-how necessary to tackle the skill transfer problem and consistently improve training outcomes. That´s where this two days of advanced-level training comes in ... it´s about giving you the critical skills you need to be more effective and efficient. First, you´ll gain advanced strategies for analyzing needs, designing for different formats, testing for results and making learning easy and enjoyable for employees. Second, you´ll find out how designing lively, interactive training can be easier than you thought. And third, you´ll learn what time-wasting mistakes to avoid and get the practical and truly useful insights into what makes training actually work—while increasing participation, improving retention and enduring results that last long after participants walk out the door. Call to reserve your space in this valuable workshop today!
WORKSHOP AGENDA
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Day one: 9:00 a.m. – 4:00 p.m.
Getting started: Assessing needs—and how they must drive design
The 4 E´s of successful instructional design
Easy, low-cost needs assessments that zero in on training needs
How to calculate the cost—and true value—of training
Why innovative instructional design matters
How to align training with your organization´s goals
Conducting a job analysis to identify gaps in skills and knowledge
Writing questionnaires that are as easy as possible to fill out
Answering the big question: Is training even necessary?
The 8 most commonly used analysis data-collection methods
The different types of analysis and why they are critical to instructional design
How to generate internal excitement for training
Great instructional design in action: Capitalizing on industry best practices
How to address the needs of slow learners
You have your favorite instructional method—but is it the most appropriate?
Adding multimedia to your training—easily and cost effectively, even if you´re new to the process
Situated learning: What you need to know to help trainees learn by doing
Other instructional and delivery methods you may not have even considered
5 missteps instructional designers make when developing a course plan
A rule of thumb for deciding on the types of tests to use
Chunking—what it is and why it´s important to employee learning
Implementation and Murphy´s Law: Be prepared for the endless issues that can interfere with smooth delivery
Creative ways to help trainees understand how content applies to their jobs
Gathering content and developing a structure for courses
How to translate training needs into specific and useful objectives
Putting storyboards into action to ensure content is logical and flows
One of the most important decisions of all: How will your training program be delivered?
Letting adult learning principles drive your development
Choosing a design strategy—factors to consider
Sequencing: How to make training easy for learners to follow
How to turn what you learn from analysis into solid content
How to make the most of existing content and save time and money
Using course maps to keep development on track
How failure to consider design constraints can land you in hot water
How to get what you need from SMEs
How to choose and use training activities that improve retention
Core competencies—their often-overlooked role in design
How to write training materials that are exactly what learners need
Day two: 9:00 a.m. – 4:00 p.m.
Overcoming the skill transfer problem—new strategies that work
Truly understanding how adults learn can help you break down the walls of resistance
Skill transfer—it must be a key design consideration, not an afterthought
Understanding the huge part managers play in successful skill transfer
Changes you can make during training to prevent fade-out later
Breaking through the 3 main barriers to skill transfer
Avoiding the temptation to pack in more information than trainees can absorb
How to use reflection, review and other tactics to make sure trainees are "getting it"
Using stories and anecdotes—where many designers go wrong
The 3 R´s of successful skill transfer and how to capitalize on them
Expert insight into post-training follow-up—the secret to learning that sticks
Designing CBT and WBT that enhance learning
Synchronous vs. asynchronous design—the similarities and critical differences
Key design principles—the role they play in asynchronous training that sticks
Advantages and drawbacks of CBT and WBT
Measuring the direct—and indirect—costs of asynchronous training
Essential design components all great CBT and WBT contain
Learn about the different navigation design approaches—how they work and which to use
Simple ways to prevent users from becoming bored with CBT or WBT
5 CBT design blunders that can undermine your credibility—here´s how to avoid them
Getting learners involved in asynchronous training
The consequences of poorly designed writing objectives
Pros and cons of mixing ILT, CBT and WBT delivery systems
Evaluating the impact of your training
How training can be evaluated on 4 different levels
The very best approaches to measuring training effectiveness
Simple questions that´ll make the whole job of evaluation much easier
When and how to use a variety of evaluation tools
How to evaluate whether trainees are using their new skills on the job
Common myths associated with training measurement
Measuring your return on investment—in dollars and cents
Was the training successful—for everybody in the process?
The difference between soft results and hard results
Tactics for ensuring your evaluations are objective and give an accurate picture
How to use the evaluation data you collect to revise and improve training
How to share your findings with others
Criteria to consider when evaluating asynchronous training
US/Canada:
1-800-867-4340
United Kingdom:
0800 968254
Australia:
1 800 145 233
New Zealand:
0800 447 299
or e-mail us at:
onsite@skillpath.net
1-800-867-4340
United Kingdom:
0800 968254
Australia:
1 800 145 233
New Zealand:
0800 447 299
or e-mail us at:
onsite@skillpath.net
