1. INSTRUCTIONAL DESIGN WHY? WHAT? HOW?

2. WHY YOU NEED ID? TO PROVIDE A GUIDE TO EFFECTIVE TRAINING – LEARNING EFFECTIVELY – STRATEGY TO HELP COURSE DEVELOPER AVOIDING DESIGN MISTAKES BY CREATING GOOD & CLEAR OBJECTIVES, GOOD EVALUATION ETC.

3. WHAT IS ID? ID is a set of rules or procedures for creating training that does what it is supposed to do (Piskurich, 2000)

4. ID is associated with analyzing employee performance problems systematically, identifying the root cause(s), considering various solutions to address the causes, and implementing the solutions in ways designed to minimize the unintended consequences of corrective action (Rothwell & Kazanas, 1992)

5. ID is the science of creating detailed specifications for the development, evaluation, and maintenance of situations which facilitate the learning of both large and small units of subject matter (Richey, 1986 in Rothwell & Kazanas).

6. ID is based on learning theories, information technology, systematic analysis, educational research, and management methods. (look at pp 6-7, 13)

7. More definition and concept… ID focused on establishing and maintaining efficient and effective human performance. – What is performance?performance – What are efficiency and effectiveness?effectiveness

8. ID is guided by a model of human performance

9. A Comprehensive Model of Human Performance in Organization ORGANIZATIONAL PERFORMANCE INDIVIDUAL PERFORMANCE Job context Motivation Knowledge Skills Attitudes Abilities Aptitude WORK GROUP PERFORMANCE Structure Leadership Cohesiveness Roles Norms Status ENVIRONMENT STRUCTURE TECHNOLOGY STRATEGY CULTURE ENVIRONMENT STRUCTURE TECHNOLOGY STRATEGY CULTURE

10. A Situation-Specific Model of Human Performance Job Individual ResponseConsequences SituationPerformer(Action orof Action or Decision)Decision to by Performer Performer FEEDBACK

11. SYSTEMATIC  ID is a process for examining problems & identifying solutions  A planned process : needs are identified, problems are selected, solutions are identified, methods & means are obtained and implemented, results are evaluated revisions are made.

12. Based on Open System Theory  Open system receives inputs from the environment, transform them thru operations within the system, submits outputs to the environment, and receives feedback.

13. ENVIRONMENT INPUTS OPERATIONSOUTPUTS FEEDBACK Basic Components of an Organization as an Open System

14. Training Process Need Analysis Phase Design Phase Development Phase Implementation Phase Evaluation Phase Process Evaluation Summative evaluation.

15. Fundamental components of ID Learners Methods ObjectivesEvaluation