Instructional Systems Design

Comment

Comment by Don Fitchett on October 15, 2011 at 12:56am

Do you think the vast amount of on-line LMS combine with computer based training needing to be more interactive will make SCORM a thing of the past? Also what are your thoughts about the fact that SCORM material can so easily be copied and illegally distributed compared to learning material in the On-Line LMS, reduce the demand for the SCORM compliant LMS?

Comment by Greta on June 10, 2011 at 2:27pm

Hi Doug. It's really arguable that ADDIE isn't necessarily about training at all. It's just a basic production model. Think about it, you could build furniture using ADDIE - you can build software using ADDIE. You analyze the situation (who you're building for) design the product, build the product, put it out there to see if it works, then evaluate to see how well it worked. Even other facets of instuctional design are also very clinical and don't require the creativity to make learning engaging. Think of writing those nice little 3-part objectives, or listing all your objectives and making tests/assessment items to match. This creates nice traceability, but still tends to produce boring, check-the-box kind of training.

 

You really have to look at the range of learning theories and related instructional strategies to get to methods that can produce more experiential learning rather than the typical policy recitation. Check out this link for some possibilities (http://classweb.gmu.edu/ndabbagh/Resources/IDKB/strategies_tactics.htm ). Obviously not all of this is applicable directly to plain web-based learning, but there are many different ways to approach these if you have a good instructional designer.

Comment by Doug Tharp on June 10, 2011 at 12:50pm

Hey, new to the group and wanted to do a quick introduciton.  I found govloop doing research for a new project and this group may be made up of just the right folks.  I'm working on exploring new technical training options for the Nuclear Reg Comm and want to ensure we get it right.  We use ADDIE (sort of), but most of our new stuff has been developed by contractors and is really not very engaging.  I want to transform our training into learner centered, interactive, and informative interventions that add value to the individual and the agency.  So much of what we do now is just a check in the box for formal qualification programs and we are not really adding a lot of real value.

 

I could really use some pointers on the design process for converting dry, fact-based ILT into engaging e-learning or webinars.

Comment by Jeff Ribeira on June 7, 2011 at 9:47am

Hoping there's some engineers in this group...Just came across this blog from Pam Broviak on the "Fifty Best Engineering Blogs" and thought I would share:

http://www.govloop.com/profiles/blogs/fifty-best-engineering-blogs

Comment by Bill T on April 12, 2011 at 9:44am

Why haven't we automated the ISD process?  With dozens of studies of training assessment and training interventions, why is this still a socratic, paper-based approach?  Why not engage in a venture to automate our knowledge so designers can more quickly produce the tools needed for any specific situation?What%20brings%20you%20here%20today..jpeg

Comment by Aaron E. Silvers on April 5, 2011 at 10:40am

As a member of the ASTD TechKnowledge 2012 planning committee, I will assert that yes, ASTD has had a knack for trailing the curve on learning technologies and lacking specifics when it came to methods.

I refuse to shepherd a conference that I myself wouldn't want to attend. Watch for ASTD TechKnowledge in February of 2012 and I am very optimistic that with a concerted effort, this will shape into a must-attend conference.

With that distinction, I agree very much with Kay, below. The eLearning Guild's conferences are consistently top notch.

Comment by Kay Wood on April 5, 2011 at 10:30am

No I have not, but I have attended ASTD Conferences and the elearning Guild's Learning Solutions and DevLearn. Not a fan of ASTD conferences because they are behind the curve on learning technologies and often lack specifics. Learning Solutions was fantastic, but it was held last month and is another year out. Since I don't get often get involved with ILT, I have focused on the tech/education conferences.

I would like to know others' opinions of the different learning conferences that are out there.

Comment by Greta on April 5, 2011 at 9:52am

Has anyone ever been to the Training Conference & Expo before? Just looking for feedback - the good, the bad, the ugly (http://www.trainingconference.com/2011/). Thanks!

Comment by Andrew Krzmarzick on January 12, 2011 at 2:28pm

Great new post by Peter Berking via Aaron Silvers:

A Socratic Method Learning Experience

http://www.govloop.com/profiles/blogs/a-socratic-method-learning

Comment by Jay A. Allen on January 8, 2011 at 11:26am

You bet Steve!

Apart from our respective profile pages, adding a bit more distinctiveness here is certainly welcome....

 

My interest/passion or even, philosophy, is this:

While I agree with most that it is the Secretary, Administrator, or Director of any particular Department, Agency or Office within the Federal government to set the culture of the organization, I submit that it largely falls the the Chief Human Capital Officer (or equivalent) and, more specifically, the Chief Learning Officer (or equivalent) to actually create that culture.  (And ISDers typically find themselves in the CLO organization.)

 

Here's my one-premise argument supporting that conclusion:

There are simply no other C-Level Executive(s) with the distinct responsibility to directly effect change in the knowledge, skills, and attitudes (yes, attitudes, not abilities - but that's fodder for a separate post) of Federal employees than those charged with the development of those fine folks as humans tasked with a most important mission - our Nation's functioning.

Not the CFO, not the CIO, not the CPO, not the C-anything is more responsible in this challenge.

 

To your point(s), CHCOs and CLOs hold the key to awesomeness.  Yes, all Executives have responsibility to improve processes towards greater efficiency and effectiveness, but no other position(s) are more directly responsible for the PEOPLE and their performance.  Lifelong learning is key to our growth as individuals, as organizations, as a government, as a nation.

 

ISD makes all that possible.

 

The workforce of today and the future must be a learning culture.  When that exists, recruitment and retention will follow and performance will be embedded.

 

Caveat: I am still waiting to see where Chief Performance Officer Jeffrey Zients will intersect with all this, but I have a feeling, based upon his bio, that it will NOT include human performance per se.

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