Instructional Design

Our Instructional Design (ISD) process uses the ADDIE model of Analysis, Development, Design, Implementation and Evaluation. The Instructional Designer conducts a needs analysis with your SMEs to determine relevant content and organizational need. We would also conduct interviews, focus groups or questionnaires with the targeted audience and their supervisors to determine level of skill, knowledge and interest to ensure the organizational need and learning need are linked.

The courses are then designed using the appropriate learning tools and strategies. Recognizing that individuals learn differently, a variety of interactive styles and activities will engage participants and enhance retention. Exercises which provide a clear link back to their job are incorporated as well.

Materials including handouts, participant manuals, instructor guide, games and testing tools will be developed professionally and customized to the organization's format and policies. Instructional Designers on the design team hold a Masters Degree in instructional systems design and will ensure all products are not only professionally produced but at all times adhere to the best learning principles for direct transition to the job.

Methodology and tools for evaluating the learning are developed at the first three levels of evaluation (quality of experience, retention of learning, and transfer to the job).

The needs analysis inSITE performs is a Human Performance Technology (HPT) needs analysis where an HP Technologist performs a needs analysis including interviews, focus groups, document analysis, etc. At this time, the Technologist not only compares the participant skill level with expected performance outcomes, but determines the organizational restraints which would prevent participants from exhibiting the new performance skills and behaviors once learned. The typical areas we find are:

• employees are still given incentives to perform in the old manner
• there is too much organizational resistance to change to implement the new skills
• participants do not have the tools or work flow plans ( they often perceive this as not having the time to implement new skills)

Whether your organization needs an entire course designed from Analysis to Evaluation or you only need one phase such as level two or three evaluation, we can accommodate your request.