Transcript
Module 3:Training Analysis & Learning Objects
Course Title: Designing and Delivering Successful Training Programs
Conducting Analysis
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Why is the Conducting Analysis Phase
necessary and important
in the design of a training program?
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ADDIE Model
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ADDIE ModelPhase 1
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•Enables trainers to identify:
▫Needs▫Learners▫Goals and objectives▫Content▫Delivery systems▫Resources and constraints▫Return on Investment (ROI)
Why Conduct Analysis?
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Conducting Analysis
•An effective trainer ensures that multiple kinds of analysis are conducted
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What kind of analysis must a trainer conduct?
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Kinds of Analysis Description
Identifies the problems (both current and future)
and need for instruction/training.
1. Needs Analysis
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Kinds of Analysis Description
Needs Analysis Identifies the problems (both current and future) and need for instruction/training.
2. Learner Analysis
Determines the needs of the specific target audiencein order to be able to better address them.
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Kinds of Analysis Description
Needs Analysis Identifies the problems (both current and future) and need for instruction/training.
Learner Analysis Determines the needs of the specific target audience in order to be able to better address them.
3. Task Analysis
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Task Analysis
•Examines the observable activities associated with the execution or completion of a task.
•Assists in determining:
▫Content (what should be taught)
▫Learning goals and objectives
▫Instructional activities, strategies, and techniques
▫Technology/media and learning environment conditions
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Kinds of Analysis Description
Needs Analysis Identifies the problems (both current and future) and need for instruction/training.
Learner Analysis Determines the needs of the specific target audience in order to be able to better address them.
Task Analysis Examines the observable activities associated with the execution or completion of a task.
4. Content Analysis
Determines what information is available, what needs to
be developed, and what learnersneed to be taught.
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Kinds of Analysis Description
Needs Analysis Identifies the problems (both current and future) and need for instruction/training.
Learner Analysis Determines the needs of the specific target audience in order to be able to better address them.
Task Analysis Examines the observable activities associated with the execution or completion of a task.
Content Analysis Determines what information is available, what needs to be developed, and what learners need to be taught.
5. Context Analysis Explains the setting and determines transfer of skills to the workplace.
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Kinds of Analysis Description
Needs Analysis Identifies the problems (both current and future) and need for instruction/training.
Learner Analysis Determines the needs of the specific target audience in order to be able to better address them.
Task Analysis Examines the observable activities associated with the execution or completion of a task.
Content Analysis Determines what information is available, what needs to be developed, and what learners need to be taught.
Context Analysis Explains the setting and determines transfer of skills to the workplace.
6. Training Suitability Analysis
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•Determines whether training is the desired solution and whether it will effectively resolve the problem at hand.
Training Suitability Analysis
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Kinds of Analysis Description
Needs Analysis Identifies the problems (both current and future) and need for instruction/training.
Learner Analysis Determines the needs of the specific target audience in order to be able to better address them.
Task Analysis Examines the observable activities associated with the execution or completion of a task.
Content Analysis Determines what information is available, what needs to be developed, and what learners need to be taught.
Context Analysis Explains the setting and determines transfer of skills to the workplace.
Training Suitability Analysis
Determines whether training is the desired solution and whether it will effectively resolve the problem at hand.
7. Cost-Benefit Analysis
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• Determines the Return on Investment (ROI) of training.
• It is important to consider whether the training results are effective in a return of value to the organization that is greater than the initial investment to produce or administer the training.
Cost-Benefit Analysis
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Kinds of Analysis Description
Needs Analysis Identifies the problems (both current and future) and need for instruction/training.
Learner Analysis Determines the needs of the specific target audience in order to be able to better address them.
Task Analysis Examines the observable activities associated with the execution or completion of a task.
Content Analysis Determines what information is available, what needs to be developed, and what learners need to be taught.
Context Analysis Explains the setting and determines transfer of skills to the workplace.
Training Suitability Analysis
Determines whether training is the desired solution and whether it will effectively resolve the problem at hand.
Cost-Benefit Analysis
Determines the Return on Investment of training.
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• Who is the audience/learner?
• What does the audience need to learn?
• What instructional strategies can you use to match the audience’s learning styles?
• What information is already known?
• What are the goals/objectives?
• What is the project timeline and milestones?
• What is the best way to deliver instruction?
• What is the return on investment of the training intervention?
Questions to Answer Through Analysis
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