Instructional Design

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Instructional Design Companies Can Transform Your Employee Training

Finding the right instructional design consulting organization to meet your training needs may be a challenge. But it doesn’t have to be. At RTG Solutions Group, we believe that employee development is critical to an organization’s success. It is why we dive head-first into every step to provide the best training solutions to meet your organization’s needs.

Solid instructional design best practices are the foundation to develop a learning culture and improve employee performance and engagement. As part of our learning and development services, instructional design and curriculum development play an integral role in ensuring that the training is purposeful, modern, engaging, and measurable.

We do not take a cookie-cutter approach to instructional design. Each organization is unique, as is its training needs. We believe it is valuable to create learning experiences that align with each company’s goals and objectives.

To identify each client’s needs, and to develop impactful and results-focused training, our instructional design process follows the PDCA model of our lean approach to business efficiency. We are committed to plan, develop, validate and sustain training within organizations.

PLAN

First Step in planning: Conduct a Needs Analysis

The Needs Analysis is one of the most important steps in creating effective training. It is often over-looked or purposely skipped to save time and jump right to curriculum development. However, when the Needs Analysis is by-passed, the result can be budget and schedule overruns and missing the mark on developing effective training.

PDCA

Our instructional design consulting team assesses the current state of training and employee development in the organization. What’s been working? What hasn’t worked? What is the desired outcome of either creating new or updating training? Where are the gaps and the needs of the organization? Who is the target audience for the training? What type of training modalities best match each audience? And what is the connectivity to the goals and objectives of the organization and how does training and employee development assist in reaching those goals?

Develop Specifics on Training ROI

What goals are you planning to achieve with the training? And how can you measure the training’s effectiveness? Developing the ROI of your training investment in the planning process is important to reach your intended goals. Results matter. Although there is no single approach to measure the ROI on employee training, it’s best to outline how it will be measured from the start. Factors to consider in developing the ROI include the goal, current knowledge of employees, after-training assessment and performance results.

Define the Training Development Budget

As an instructional design consulting organization, we can assist in outlining the costs of developing the needed training. Or, if a budget is already allocated, this will ensure that all training curriculum is scoped and created within the framework of the budget. Skipping over the budget step, or addressing it later in the development process, will certainly cause schedule delays and cost overruns.

DO

Develop Pre-training Evaluation

To measure the training’s effectiveness and employees’ knowledge, it’s important for instructional design companies to conduct a pre-training assessment. What is each employee’s current skill and knowledge level? In this step in the process, instructional designers outline how individuals will be assessed as well as the specific questions or tasks that need to be completed prior to the start of training.

Develop Task Analysis

The task analysis phase outlines each step involved in completing a task or a job. The analysis highlights a detailed description of the specific actions for the employee in each role. Our instructional designers identify each task involved in the training. Then each step in that task is documented from beginning to end. It’s important that in developing the training that the designers do not assume common knowledge for any step. It’s essential that each and every step in the task is outlined in a clear and concise manner.

Develop Training Curriculum & Lesson Plans

Curriculum and lesson plans development is guided by the type of training needed. Some types of training include product or service, compliance, safety, technical skills, soft skills, cyber security, employee orientation, and on-boarding. Instructional designers develop the training based on how it will be deployed. Will the training be on a Learning Management System (LMS) and available on an eLearning platform? Or is it intended to be instructor led? Or it could be a combination of both. In our instructional design consulting approach, we work with our clients to include the most appropriate types of learning for your organization. The specially designed instruction can include blended learning, gamification, mobile, AR, and micro learning.

Develop SCORM Compliance Requirement

If the training will be in an eLearning format and hosted on your organization’s LMS, the instructional design team will ensure the training meets all SCORM compliance requirements. SCORM compliant training modules ensure that the training meets standard specifications for any LMS. If your organization looks to change LMS platforms in the future, SCORM compliant training will operate on the new system.

CHECK

Perform SCORM Compliance Testing

Testing confirms that eLearning training can be delivered and received by the learner and results of training can be tracked. Testing also confirms training compatibility with the organization’s LMS. As part of our instructional design consulting services, we make sure all training is SCORM compliant.

Validate Training Adoption

The type of training will determine how to validate and measure its effectiveness. The goal of adoption is to ensure that employees understood and absorbed the knowledge and skills. Measure employee performance metrics, by either quantitative or qualitative methods, depending on the type of training. Are employees embracing and utilizing the information learned in the training? The effectiveness of the training is correlated to the rate of adoption.

Perform Training Surveys

Employees are often honest in their feedback of training and will provide important insight to what worked and areas that could be improved. Conducting employee training surveys help the instructional designers to continue to improve the training. In addition, employees like that their opinion about the training is valued.

Monitor, Adjust and Continuously Improve Training Content

After training is developed, the work does not end. A culture of continuous improvement ensures that training, tools and methods are continuously reviewed and refined. Instructional design companies should continue to evaluate how the training can be improved. Can the training be adjusted to increase learner comprehension or adoption? There are always opportunities to improve the training outcome.

ACT

Perform LMS Maintenance

Like any software-based system, your organization’s LMS need regular maintenance, including software updates, to ensure the LMS is functioning with current eLearning training strategies. As part of our instructional design consulting efforts, our team will collaborate with your administrator or cloud-based LMS vendor to confirm that newly created curriculum is operating as it should.

Run Learning KPI Reports

The instructional design team will run KPI reports that were identified in the development phase. The KPIs should be linked to the organization’s goals and objectives. Such KPI reports will evaluate activity pass/fail rate, average test score, training completion percentage rate, job role competency rate, compliance and certification percentage rate, average time to completion, knowledge retention and application, operational effectiveness measures, employee performance, number of learners trained, and learner satisfaction.

Measure Training ROI Actuals

Before training development began, the instructional design team identified the training ROI that was important for the initiative. This is the pay-off. How did the cost of the training equate to a return on the investment? Following completion of training by learners, the team now measures the ROI to the actual data results.

Conduct Post-Training Evaluation

Although the learner surveys and questionnaires are helpful in evaluating training from the learners’ perspective, it’s also important to evaluate the effectiveness of the overall training initiative. Did the training meet the desired outcomes? Did the training effectively fill the knowledge and skill gaps of the organization? How effective was the ROI? Did the training create learner engagement? Were you able to connect the training to the organization’s goals and objectives? These are just a few data points to review when conducting a post-training evaluation.

Conclusion

There are many instructional design companies your organization could work with. We believe our lean strategic approach to developing measurable, result-based, and impactful employee training is effective. Contact us today to get started on your training strategy!

“A vision cannot be realized without the ability to execute.”

Khris K. Bhattan
President, RTG Solutions Group
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