Instructional Design Training Course

Instructional Design Training Course


Course Duration: 3 Days

The lessons and activities are spread out strategically in 3 days. During the workshop, the participants will work on the training program that they wish to create or revamp. By the end of the course, each participant is expected to present a training program for his/her organization.


Upon completion of this program, the participants are able to:
  • Describe tested working methods and techniques used in the industry
  • Draft a dynamic and more structured training program or revamp an existing program that is relevant to their business or industry
  • Create a solid plan of the materials and most appropriate tools that will support their objectives
  • Develop activities that aid the learning of the participants
  • Determining the Best Solution (Training/Learning Needs Analysis & Kirkpatrick’s Levels of Evaluation) 
        Why are we creating a training program? Will this solve the business         needs? Are we solving the problems with this? Specialists from the         Learning and Development Team have these questions often lingering in         their heads even after the program has been run. That is justifiable as         training is a pricey venture. Thus, in this segment, we will be exploring         techniques to find evidence of the needs, knowledge and skills gaps,         name the possible solutions, and confirm the need for a training. We         will explore other learning interventions that may be the solution you need.

  • Developing the Content (Creating Objectives & Aligning Course Content to the Business Goals) 
        You had everything in place, and yet after 6 months, you discover it         was not as successful as you first thought it was. In this segment of the         workshop, we will delve into the process of aligning the objectives,         content and materials to the business goals.

Day 2
  • Following a more structured Model (Exploring old and new models in instructional design) 
        Training when done properly is a benefit to the employees and the         company; otherwise, it can only be a burden. How do we ensure that         our training is a benefit? While some tenured trainers use their         experience, we employ structured models that have been tested and         proven effective. In this segment, we will be using your work and weigh         it against these models. In the process, not only we get ourselves         familiar with these models, but also, we get to put them into practice         while we make the necessary adjustments.

  • Understanding your Audience (Observing the Adult Learning Principles) 
        How can a well-designed program fail? It fails when the corporate         training is highly based on pedagogy principle or school-based teaching.         By recognizing the adult learning principles, we are leveraging on the         value of having adults as participants. Also, since one size does not fit         all, we will be working in groups to identify the most effective and         appropriate strategies for the different types of learners.

Day 3
  • Customizing the Tools (Creating the Materials) 
        After the “what’s in it for me” has been expressed, we must put in place         materials, and engaging and memorable learning enhancement         activities. These activities must gear towards developing specific         competencies that are identified during the analysis phase.

  • Choosing the right Tools (Exploring the tools available in the field today)
        In today’s fast-paced environment, learning advocates are challenged         by the fact that these adult participants are all caught up. Our choice of         the platform to use in our training program is a major aspect of         success. In this segment, we are exploring blended program, and the         tools that may help us in creating one.
  • No specific prerequisites, however good if student has some prior knowledge of databases.

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