AOE #2: Instructional Design; 2.1 Driving Strategy for Business

The Area of Expertise (AOE) #2: Instructional Design refers to the “designing, creating, and developing informal and formal learning solutions to meet organizational needs; analyzing and selecting the most appropriate strategy, methodologies, and technologies to maximize the learning experience and impact.” This section is weighted 13-14% of the exam; 20-21 questionsA skilled workforce is one that has a competitive advantage that enables the organization to adapt, change, grow, and innovate. Talent development professionals who are savvy instructional designers (IDs) contribute directly to the business strategy and organizational goals. In AOE #2, we will focus on the following key knowledge areas:Business strategy, drivers, or needs associated with possible learning solutionsNeed assessment approachesResearch methods, including informational scanning, data gathering, and analysisContent knowledge or techniques to elicit content from subject matter expertsLearning theoriesInstructional design theory and processVarious instructional methodsVarious delivery options and mediaExisting and emerging learning technologies and support systemsIndividual learning modalitiesIndividual, group, and organizational differences that influence learning and motivationAssessment methods and formatsLegal and ethical issues related to instructional designCrossover in this chapter will be with AOE #3 Training Delivery and AOE #6: Managing Learning Programs, specifically the section on Legal, Regulatory, and Ethical Requirements. Roles in this area might be called: instructional designer, course designers, program designer, designer, instructional developer, eLearning specialist, or curriculum development specialist. There are so many more names--see my presentation “Who Designs Learning Today?” https://www.slideshare.net/LauraPasquini/who-is-designing-learning-today A few books I might refer to or mention in this area of expertise:ISD from the Ground Up, 4th Ed. by Chuck HodellTeaching in a Digital Age, 2nd Ed. by Tony BatesTraining and Development for Dummies by Elaine Bieche-Learning and the Science of Instruction by Ruth Colving Clark and Richard MayerProject Management for Instructional Designers by Wiley et al. https://pm4id.org/ 2.1. Business Strategy and DriversLearning Objective: Describe the value and purpose of understanding the business drivers that identify a need prior to designing the learning. Like other areas of your organization, talent development requires investment for your employees to encourage more production, sales, output, customer satisfaction, and more! If your professionals are being developed and engaged, it will increase the bottom line. Aligning goals and objectives of the company to instructional design, will allow you to justify the need for talent development professionals within your organization.READ: Instructional Design Strategy: What Is Its Role in eLearning Design Link Talent Development and Instructional Design to Business DriversBusiness drivers are internal and external forces that direct and influence the organization’s strategy, goals, business needs , and performance goals. Business drivers are often resources, processes, or conditions that are essential for growth and success of a company. The learning design and goals should be linked to these business drivers and strategies that might include:Reducing expensesGenerating revenueBuilding employee engagementDesign to Meet Business RequirementsSimilar to the AOE #1 Performance Improvement (specifically Section 1.3. Business, Performance, and Gap Analysis and Section 1.4. Root Cause Analysis), you want the instructional designer (ID) to focus on designing learning that develops objectives, materials, instructional methods, timing, and participation that is related to focused business needs and requirements. This would include assessing the session length, cost of development, media needs, learning activities, the environment to learn, how to have participants practice skills, and more. To meet these business requirements, you will need to ensure that participants are prepared to learn and the ID meet the goal expectations by:Ensuring the design incorporates steps prior to the learning experience that prepare participants for what will happenClarify with management what the participants are expected to do differently or better, and how this aligns to business goalsIdentify what action management will take to support changes after the learning event, such a reinforcement and feedbackDesign support in the form of both hard copy and online materials that can be used after the learning eventEnsure That participants know how their efforts will affect business goalsBe certain participants know what is expected of them and how they will be held accountableClearly identify the trainer’s role in support and follow-upBe sure participants know how they can find assistance following the learning eventDesign to Achieve ...