Download Designing Effective Learning Experiences: A Comprehensive Guide and more Study notes Designs and Groups in PDF only on Docsity! 64 1 . Conduct design analysis Importance The impact of mastering these competencies is that you: • Create learning solutions that address performance gaps. • Design the learning based on desired performance outcomes. • Design a learning experience suited to the participants and their work and regional environment. • Have a realistic, manageable plan for the development of the learning experience. Supporting competencies and tasks These tasks contribute to mastery of the supporting competencies (in bold). Put a check mark next to each task or subtask within the supporting competency as you complete it: 1a Confirm that the learning solution will address the identified performance gap(s) Align content with identified performance gaps Review job, competency, or goal analysis, if available, to clarify desired performance Confirm that learning and related transfer activities address performance gap(s) Confirm priority competencies or tasks required to close performance gaps Confirm whether the program is mandatory for all participants Confirm and dentify the target audience for the program 1b Determine context requirements for learning solutions Gather information about participants (for example, their perspective, education, technological literacy) Identify design constraints (for example, scheduling, location of participants, components of corporate culture, brand standards, style guidelines, cost, equipment) Identify accessibility requirements (for example, accessibility for e-learning, classroom, websites, job aids) Identify technical constraints (for example, preferred software or authoring tools, network limitations) Consider how current and future availability of technology might affect the design (for example, reporting and tracking capabilities, social media) Advise how technology and tools can support the learning experience (see Designing Curricula 2e) 65 D ESIG N IN G LE A R N IN G EXPER IEN C ES 1 . C onduct design analysis 2 . Establish learning objectives and evaluation 3 . C reate detailed design 4 . D evelop m aterials 5 . Support im plem entation 1c Research subject matter Identify potential sources of subject matter expertise (for example, subject matter experts, job documentation, learning materials, books, websites, social media, research reports) Review existing job-related subject matter resources and learning materials Interview subject matter experts to gather initial information 1d Conduct task analysis Work with subject matter experts to: Determine whether each task is a procedure, process, set of principles, or a combination Break tasks into component parts Identify relationships among tasks and sub-tasks Identify all skills and knowledge required for successfully mastering the task Present results of task analysis in a way that is easy to understand Validate task analysis for accuracy and completeness 1e Plan for designing and developing learning solutions Define project deliverables (for example, pre-work, case handouts, job aids, participant workbook) Determine roles and responsibilities, time, budget, software, and other technology required to design and develop the learning experience Develop an efficient and effective project plan for designing and developing the learning experience Prepare a preliminary plan for validating and maintaining the learning experience Update plans as information and requirements evolve during the design and development process
