Instructional Design

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Instructional Design Companies Can Transform Your Employee Training

It can be a challenge to find the right instructional design consulting organization for your training needs. But it doesn’t have to be. At RTG Solutions Group, we believe employee development is critical to business success. This is why, we provide the best training solutions to meet your needs.

Solid instructional design strategy is foundational to a learning culture. Likewise, good training improves employee performance and engagement. As part of our learning and development services, our instructional design approach ensures your training is purposeful and measurable.

We don’t take a cookie-cutter approach to instructional design. In other words, our unique approach targets each client’s training needs. In addition, we create learning experiences that align with your goals and objectives. 

We develop results-focused training. Towards this end, we use the PDCA model for process efficiency. To be sure, we are committed to plan, develop, validate, and sustain training within your organization.

PLAN

First Step in Planning: Conduct a Needs Assessment

The Needs Assessment is a crucial step towards effective training. Unfortunately, it is often over-looked or skipped to save time. As a result, many jump right to curriculum development. However, without a Needs Assessment, budget hits and schedule overruns can result. In the end, the goal of developing effective training is lost.

PDCA use in instructional design consulting

Our instructional design consulting team assesses your current state of training. We’ll ask several questions. What’s been working? What hasn’t worked? What is the desired outcome for your training? Where are the gaps and the needs of the organization? Who is the target audience? What type of training methods best match each audience? What is the connection to the organization’s goals? Additionally, how does employee development assist in reaching those goals?

Develop Specifics on Training ROI

What goals do you plan to achieve with the training? Likewise, how will you measure its performance? Subsequently,  it’s important to develop the ROI in the planning process. Most acknowledge that results matter. In the end, there’s no single approach to measure training ROI. However, it’s best to outline how it will be measured from the start. There are several factors to consider. These include the goal, current employee knowledge, post-training assessment, and performance results.

Define the Training Development Budget

As an instructional design consulting organization, we help outline the training costs. Of course, if a budget is already set, that’s great. This will ensure all training is scoped and created within budget. We caution not to skip the budget step. Equally harmful is waiting until further in the development process. As a result, both will cause schedule delays and cost overruns.

DO

Develop Pre-training Evaluation

It’s important for instructional design companies to do a pre-training assessment. In this step, the team measures the training effectiveness and employees’ knowledge. This will pinpoint the current skill and knowledge level. The instructional designers outline the assessment approach. Additionally, they identify tasks to complete prior to training. 

Develop Task Analysis

The task analysis outlines each step for a task or job. This captures detailed actions for employees in each role. Our instructional designers highlight each task in the training. Towards this effort, the team documents each step from beginning to end. The designers do not assume common knowledge for any step. Consequently, it’s essential to clearly outline each step in the task.

Develop Training Curriculum

The type of training needed guides the development of curriculum. Examples of training include: product or service, compliance, safety, technical skills, soft skills, cyber security, employee orientation, and on-boarding.

Instructional designers create training based on how it will be deployed. For example, will the training be on a Learning Management System (LMS) as an eLearning format? Or is it  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. Additionally, the training can include blended learning, gamification, mobile, AR/VR, and micro learning.

Develop SCORM Compliance Requirement

Is your training in an eLearning format, hosted on your organization’s LMS? If so, the instructional design team will ensure the training meets SCORM requirements. SCORM compliant training modules ensure that the training meets standards for any LMS. If your organization looks to change LMS platforms in the future, SCORM compliant training will run on the new system.

CHECK

Perform SCORM Compliance Testing

It’s important to verify each learner receives eLearning training. As part of the testing, the team tracks training results. Testing also confirms training compatibility with the LMS. As part of our instructional design consulting services, we make sure all training is SCORM compliant.

Validate Training Adoption

The type of training determines the approach to measure effectiveness. As well, employee adoption is important. Therefore, the goal is that employees understand and embrace the knowledge and skills. Both quantitative and qualitative methods are used to measure performance. The training team assesses how well employees support the training. As a result, the training effectiveness relates to the rate of adoption.

Perform Training Surveys

For the most part, employees are honest in their feedback. Surveys are helpful to gather this information. In this effort, employees provide important insight to the training. As well, they offer solid suggestions to improve the training. In addition, employees like that their opinion 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 and methods are regularly reviewed and refined. Instructional design companies should continue to evaluate how to improve the training. As an example, how can we adjust the training to increase adoption? Likewise, there are always opportunities to improve training efforts.

ACT

Perform LMS Maintenance

Like any software-based system, your organization’s LMS needs regular maintenance. These efforts include software updates. This ensures the LMS is running with current eLearning training strategies. As part of our instructional design consulting efforts, we collaborate with your administrator or LMS vendor. We’ll confirm that all new curriculum is operating as it should.

Run Learning KPI Reports

The instructional design team runs KPI reports outlined in the development phase. As part of this effort, the KPIs should be linked to the organization’s goals. Likewise, KPI reports should evaluate several metrics. Some of the metrics include:

  • 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
  • Learner satisfaction

Measure Training ROI Actuals

In the Plan phase, the instructional design team identified the ROI for the project. To emphasize, this is the pay-off. At this juncture, the team compares the cost of training to the ROI. With training complete, the team now measures the ROI to the actual data results.

Conduct Post-Training Evaluation

Surveys are helpful to evaluate training from the learners’ perspective. Additionally, it’s also important to gauge the success of the overall training project. There are several questions to ask. Did the training meet the desired outcomes? Did the training fill the knowledge and skill gaps? 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 a few data points to review as part of the post-training evaluation.

Conclusion

There are many instructional design companies your organization could work with. We believe our strategic approach to develop 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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