ID process
Effective ID needs systems and processes. Innovative designs are fun, but won't improve employee performance without clear goals and an effective way to reach those goals.
All IDs have a systematic approach to training projects. While I like to keep my approach agile and flexible to learning needs, here's an overall look at my approach to training projects.
Watch the video below to check out my process.
Project cycle sample
1
Need
A line of business needed a revamp on their entire new hire training. The group underwent several changes to their primary system and changes to their role. New hire training did not align to the current role.
2
Analysis
The analysis phase was large for this intake. Key parts included:
1. Meeting with business leaders, stakeholders and facilitators to understand the training needs and current state of training materials.
2. Completing a thorough discovery of the current new hire agenda and current training materials.
3. Evaluated current training materials against brand guidelines and learning standards.
3
Design
In the design phase, I created 2 planning materials.
1. An updated new hire training agenda with new proposed trainings and interactive elements.
2. A stakeholder pitch deck to pitch the updated agenda, materials and updated projects.
4
Development
Once the revised training agenda was approved, a larger updates initiative was planned to update or create new training materials. Over 30 deliverables were created between myself and another ID. We broke up deliverable development into 3 phases over a 3 month period.
5
Implementation
After all deliverables were updated, we hosted larger train the trainer sessions to introduce facilitators to the new agenda and updated materials.
6
Evaluation
Evaluation is planned at varied levels. New hires will be surveyed to gain a level 1 evaulation of their experience in new hire training.
New hire performance will be tracked throughout their 8 weeks in training and their precepting time.