Quality education is not possible without a solid learning design. Every organisation has its own process for developing learning courses. There are several factors that influence an organisation’s learning design like training requirements, client’s expectations, complexity, etc. An effective learning design is all about selecting appropriate modes and methods at each step.
The most important point while developing learning content is to create it in a Learner-centered design. It means to pay extensive attention to the learner’s needs and interest. Here are certain elements that must be taken care of while creating a Learning Design:
Therefore, the first approach is to identify the training objectives of the learner. It helps to understand the expectations of the learner. The training objectives of a learner could be:
- Impartment of knowledge.
- Improvement in skills.
- Change in behavior, attitude or habit.
After learning about the training objectives of the learner; the mode of instruction is determined. The mode of instruction precisely depends on the training objectives of the learner. The different modes of instructions could be:
- Lecture or Narration– Lecture or narration method primarily focus on overview of a subject. This mode of instruction is used to impart verbal knowledge in the learners.
- Case Study– Case studies focuses on real life scenarios that enables the learner to apply theoretical concepts. This mode of instruction is used to develop problem solving and decision making skills.
- Demonstration– Demonstration focuses on communicating an idea with the aid of product or presentation. Demonstrations could be physical or virtual.
- Hands on practice– Hands on practice focuses on imparting knowledge or skills through direct practical experience This mode of instruction is used for kinesthetic learning.
- Simulation– Simulation focuses on providing a realistic experience for imparting real knowledge and skills into practice.
- On-the-job training– On-the-job training focuses on acquainting learners formally to a real life workplace environment.
After settling the mode of instruction, mode of training is determined accordingly. The modes in which training can be delivered are:
- E-Learning– E-learning is an efficient way for providing personalised content with convenience and flexibility.
- Classroom training– Classroom training enables the learner to personally interact with the instructor in a safe, quiet environment. It also facilitates physical demos and practicals.
- Virtual Training– Virtual training provides a synchronized learning. It allows the learners to interact, connect, learn and share their learning material.
- Workshop– Workshop focuses on developing psychomotor skills of the learners. It pushes learners to be creative and innovative.
Once the mode of training is finalised, the content modality is determined. Various modes of content modality could be:
- Video and Animation– Videos and animations enhance the understanding of the learners by providing sensory experience. It enables an engaging experience and improves knowledge retention.
- Book – Book/eBook is a core resource for better and clearer learning. It provides a framework of the content to the learner.
- Game – Game-based learning is a fun and engaging way of learning. It helps to increase attention and sustain focus of the learners.
- Audio – Auditory learning tends to retain information effectively. It includes podcasts, recordings, audiobooks, etc.
- PPT – Power point allows learners to use images, audios and videos altogether. Thus, it provides an improvised and interactive learning.
- Infographics & PDFs – Infographics and PDFs are considered effective in educational context. The combined use of texts and imageries increase retain insights of the learner.
After the completion of training, learning assessments are carried out to track and report learner’s progress. Here’s a run-down of methods to assess learners:
- Practical – Practical assessments are used to assess skills and behaviors of the learner. It reflects the learner’s potential and knowledge about a particular field.
- Performance & Observation – Observation assessment is usually deemed for assessing skills and behavior of the learner.
- Quizzes and Puzzles – Puzzles and quizzes are used for the formative type assessment. It is mainly used for quick and short assessments.
- Objective type assessment – Objective type assessment requires specific answers. It usually includes only one potential answer.
- Subjective type assessment– Subjective type assessment requires answers in the form of explanation. It includes definitions, short and long questions, scenarios questions, etc.
Educational content that has been effectively designed will facilitate the achievement of desired training objectives. Using a learning design is crucial, as it keeps the learners focused and engaged. It provides good quality instruction from the beginning to the end of the process.