Analyzing for instructional design (3) [autosaved]

www.thelearningconnection.com Copyright @2016 Charlotte Johnson
ABOUT ME
Hi I’m Charlotte Johnson. I have over 10+ years of Learning and
Development experience as a Corporate Trainer as well as Instructional
Design.
In the following PowerPoint sample I am demonstrating how a PPT
presentation can be converted to an eLearning course by simply adding a
skin editor. I am also demonstrating the following skills:
 Use of animation
 Creating 3D objects using basic shapes
 Call-To-Action hyperlinks
 Ability to keep presentation uniform
 Use of colors and fonts
 Non-linear presentation which allows you to skip to topic
 Using back and forward arrows, home key to simulate skin editor for
eLearning course
 Use of images
 Creating Templates
 Creating quizzes
I am familiar with the following authoring tools:
 Captivate vs. 9
 PowerPoint
 Camtasia
 Articulate Storyline (intermediate level)
Best Regards,
Charlotte Johnson
johnsonvanchar@sbcglobal.net
Click arrow to advance each slide

Avoid creating eLearning modules that do not meet the needs of
your overall business objectives…
Welcome to Analyzing for Instructional Design online training.
In this course we will explore the first step of the instructional
design process- Analysis.
By using a systematic approach to create informative and
engaging online instructional modules, learners will achieve
the highest level of results that are both beneficial and
rewarding.
This course provides some fundamental basic knowledge of
how important the Analysis phase is to creating effective
learning modules that produce results.
AnalyzingForInstructional
Design

Why is the Analysis Phase so important…
Every training module designed is created with one single vision in mind-effecting change. Whether it’s changing minds,
changing tactics, changing suppliers, or changing focus, understanding and having a clear vision of what change is needed is
crucial to ensuring that your training modules drive the overall business objectives you wish to accomplish. Your Training
programs should empower learners to respond to and embrace market changes effortlessly and efficiently. Analyzing helps to
identify clear cut business objectives or goals.
Performance vs. Training
An organization’s loss of revenue is often blamed on a lack of training. Before assuming that a decrease in revenue is a training
issue the Instructional Designer should perform an analysis to determine the “true” case of the problem. Upon performing a
thorough analysis it may be determined that the cause was indeed not a training issue but rather a performance issue.
Omitting this crucial step can send you down a path that is not only time consuming but also very costly to the organization.
Business Objectives/Goals

4
Instructional Design Process
Exploring the steps to great design
Needs Analysis
Discovering the problem
Basic Steps of Preparing the Assessment
Performing the analysis
This course focuses on four target areas of the Analyzing phase- Design, Needs Analysis,
Business Goals, and Assessments
Business Goals
Identifying the desired outcome
Click Title to advance to subject

Define
Instructional Design
Describe
basic steps of an assessment
Describe
basic steps of business goals
Identify
Types of Analysis
5
By the end of this course learner’s should be able to …

6
What is Instructional Design
Instructional Design or Instructional systems design (ISD), is a systematic process of creating
instructional experiences which make the acquisition of knowledge and skill more efficient,
effective, and appealing. This process consists broadly of determining the desired outcome from
the learner, the end goal of instruction, and creating some intervention to assist in the
transition.
There are many Instructional Design Models but many are based on the ADDIE model with the
five phases- Analyze, Design, Develop, Implement, Evaluate.
Once it is determined that a training need exist to ensure that business goals and objectives are
met a systematic process must be followed to achieve the desired results. In the next slide we
will review in detail the steps of the ADDIE model and the purpose of each step.
Click Here to
go back to main menu
There are many Instructional Design methods.
Many of them have common instructional design
principles and patterns. Below are a list of the
commonly use models:
Gagne’s 9 – Robert Gagne is considered to be the
foremost contributor to the systematic approach
to ID. Gagne is known as a behaviorist and
focuses on the outcomes.
Bloom’s Taxonomy – in 1956, Benjamin Bloom
headed a group of educational psychologists who
developed a classification of levels of intellectual
behavior important to learning. Bloom identified
six levels within the cognitive domain, from the
simple recall or recognition of facts, as the
lowest level, through increasingly more complex
and abstract mental levels, to the highest order
which is classified as evaluation.
Dick & Carey Model – This model was published
in 1978 by Walter Dick and Lou Carey. This model
focuses on a systematic view of instruction as
opposed to viewing instruction as a sum of
isolated parts.

EVALUATE
ANALYZE
DESIGN
DEVELOP
IMPLEMENT
THE
ADDIE
MODEL
Discovery
Story Telling
Building
Delivery
Outcome
Story Telling
There are 5 phases to the Instructional Design
process. The following slides will provide the
details on the important function of each
phase.

THE
ADDIE
MODEL
ANALYZE
The Analyzing process is used to determine the source of the problem or the business objectives and identify what steps
should be taken in order to achieve the results. This process is commonly referred to as the Needs Assessment stage.
During this stage the Instructional Designer will be gathering additional information and research in order to determine
what strategies to adopt in order to achieve the desired outcome. This stage may involve meeting the Subject Matter
Experts (SME), interviewing, and reviewing processes and procedures.
Discovery

9
THE
ADDIE
MODEL DESIGN
Once the needs assessment has been completed the next phase is the Design phase. Think of the phase as
the story telling phase where an Instructional Designer puts their vision of the project into a story boarding
format much like an artist uses a drawing pad to sketch his or her vision of a painting. This phase is
extremely important and omitting this phase could result in creating a training module that does not meet
the overall business objectives or the desired results. During this phase specific task are identified and the
specific skills that need to be learned in order to achieve these task.
ANALYZE Discovery
Story Telling

THE
ADDIE
MODEL
DEVELOP
During the development phase the designer is bringing the story boarding to life. It is during
this phase that you determine the appropriate method and type of training to create.
ANALYZE
DESIGN
Discovery
Story Telling
Building

THE
ADDIE
MODEL
IMPLEMENT
The next phase called the implementation phase is where
delivery takes place. During this phase it may be helpful to start
with a pilot group to ensure the training has met the overall
objective. It may be necessary during this phase to make minor
adjustments to what was originally developed. Starting with a
pilot group will eliminate the need to re-train an entire group.
ANALYZE
DESIGN
DEVELOP
Discovery
Story Telling
Building
Delivery

12
THE
ADDIE
MODEL
EVALUATE
The last phase involves the “testing” phase to determine
whether or not the training met the overall objectives and
whether there was a return on investment. This is usually
accomplished by using one of Kirkpatrick’s (4) levels of
evaluation.
ANALYZE
DESIGN
DEVELOP
IMPLEMENT
Outcome
Discovery
Story Telling
Building
Delivery

What is Training Needs Assessment
Needs Assessment is the process to identify “gaps” between current performance and
department/organizational objectives.
An assessment process that serves as a diagnostic tool for determining what training needs to take
place This survey gathers data to determine what training needs to be developed to help
individuals and the organization accomplish their goals and objectives. This is an assessment that
looks at employee and organizational knowledges, skills, and abilities, to identify any gaps or areas
of need. Once the training needs are identified, then you need to determine/develop objectives
to be accomplished by the training. These objectives will form criteria for measures of success and
utility.
This analysis can be performed by managers who are able to observe their staff and make
recommendations for training based on performance issues or gaps between performance and
objectives. This analysis can also be performed on an organization-wide level by Training and
Development managers who survey the organization to identify needs.
Click Here to

Factors that may lead to Training Needs
• Re-organization processes
• Business Process Re-engineering
• Process Improvements
• Reductions in Force
• Layoff/Transfers/New Hires
• Staffing Changes/Promotions
• Re-locations
• New equipment/Technology
• Performance/Safety Issues
• New Systems/Procedures
• Changes in Laws/Regulations
• Succession Planning
• Career Paths/Growth
A needs assessment/survey helps organizations achieve its goals. It reduces gaps between employee
skills and the skills required to perform the job and operate the department efficiently

Performance Process Business
Performance Analysis are used
to determine a gap in actual
performance vs. desired
performance. Companies
conduct performance
evaluations to recognize
achievements, evaluate job
progress and design training to
further develop the employees'
skills and strengths. Recurrent
evaluations help you understand
the abilities of each employee
and promote your employees’
interests. These reviews also
augment an employee's on-the-
job performance. Evaluations
provide formal feedback
mechanisms, often on an annual
basis.
Analysis phase is the building blocks for all subsequent design and development activities. It is used to
determine if learning or training solution will solve a business problem
Process Analysis are used to
determine the need for new,
improved, or streamlined
processes to improve
performances. For businesses to
deliver a quality product or
provide a wanted service, they
must utilize effective business
processes. When processes are
effective and efficient, numerous
good things happen. First, the
company operates through lower
costs. Second, the company
performs at a higher competitive
level. Finally, the company
improves its bottom
line. Business Process Analysis
can drive these better results.
By definition, Business Analysis is
the discipline of recognizing
business needs and findings
solutions to various business
problems. In simpler words, it is a
set of tasks and techniques which
work as a connection between
stakeholders. These help them
understand organization’s
structure, policies, and
operations. They can also
recommend solutions to help the
business reach its goals.

What are Business Goals
The insights you glean from the Training Needs Analysis phase
will help you formulate the business objectives for the course.
This is the blueprint that will guide you when you design a
course.
Your company has to survive in a harsh and competitive
business environment. Every decision that is made in the
boardroom, every activity that takes place on the production
floor and every plan that is drawn up during meetings is
geared towards fulfilling the overarching business goals.
As the Learning and Development professional you too have to
ensure that you design courses that are in line with the
strategic organizational goals. These have to be relevant,
useful, and valuable
Align the objectives to BEHAVIOR. This is key
to creating specific and measurable
objectives. Learn what learners will be
expected to perform when they get back to
their jobs. Use these insights to create
objectives that align with the observable
behaviors.
Click Here to

Determine Business Goals
Business goals are desired outcomes that are measurable, and are
often linked to the profitability of the company
80% Customer
Service Rate
95% Customer
Service Rate
85% Customer
Service Rate
Improve
Customer Service
Current
Results
Business
Goal
Desired
Results

Basic Steps of Needs Assessment
So you’ve identified a problem in your organization, and you think training is part of the solution. There are steps you
should follow to ensure the best results.
Work with leadership to articulate the training priorities and ensure that there is clear alignment between the
training goals and business objectives. Write down the desired business outcomes. Also, take a look at organizational
readiness for training. This involves do you have the right processes in place, what about equipment do the learners
have the proper equipment to perform their job functions? Another part of the needs assessment should involve
shadowing and interviewing the staff that are currently performing these job functions to get their input and
feedback. Finally if this involves a call center performance gaps listening to live phone calls can provide valuable
information on where performance gaps can be.
Click Here to

19
Research is necessary to determine why something occurred. Omitting this step could result in
creating training that DOES NOT meet the business objectives and goals.
Click icon to review information on each task
Review
Processes
Interview
Management and Staff
Listen to
Phone Calls
Reviewing processes are essential to identify where
performance gaps exist. When performing this
function the person assessing the process should get
a through picture of the job functions and task as
well as the skills needed to perform each task.
Checking operating platforms will determine is there is an
issue with the mechanical systems rather than a
performance problem. When operating systems are not
performing as intended this could lead to a break down in
production.
Interview Management and staff to get their
feedback on where they think the issues are and get
their input and suggestions on ways to make things
better
Listening to phone calls will also help to identify where performance
gaps may exist. When performing this function try to get a good
sampling of employees to determine where improvements should be
made.
Check
Operating Platforms

Q U I Z
TIME

Great Job
Why is it
necessary to
perform an
Analysis prior to
beginning any
instructional
design?
To ensure that the issue at hand is truly a training issue and
not a process or performance issueB
Just because it is part of the overall instructional design processC
A In order to prove to Senior Management that it was done when
goals are not met
Not
quite!
Great
Job!
Not
Quite!

XYZ corporation has experienced a recent decline in
sales. They have contracted Mary with Creative Learning
to aid them in designing a training course that would
help boost their sales. They have noticed that sales in
the last quarter compared to sales in the same quarter
last year have declined some twenty percent.
What should Mary do during his first meeting?
Gather the information
needed to begin
working on the training
Tell the client that all
companies experience
a decline in sales at
this time of year
Advise the client that
they should consider
firing the staff
Conduct a thorough
Needs Analysis to
determine the cause
of the declined sales
A
C
B
D
Try
Again!
No
Way!
You’re
Smart!
Try
Again!

In today’s lesson you learned…
 The steps that comprise the ADDIE model
 The different types of analysis that may be performed
 The importance of determining the “why” of a training
request
 Things to consider when conducting your research

Analyzing for instructional design (3) [autosaved]

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