Program Design

1
Program Design

• Paul McKey
• Managing Director - Senior Consultant
• Redbean Pty Ltd

2
Program Structure

• Program Design is the fashion equivalent of
  launching a new seasons collection
• A program usually defines the learning
  environment
• class, online, hybrid
• A program may contain many courses
• Courses will contain much content, both unique
  and reusable
• Content may contain learning objects

3
(No Transcript)
4
Why Program Design?

• Managing Up - funds and support
• Sets longer term proactive agenda
• Ensures appropriate skills are utilised
• Reduces risk and increase success for all

5
Major failings of programs

• Failure to define job knowledge and skills
• Address at program and course levels
• Failure to accommodate learning processes
• Address at environment and content levels
• Attrition
• Address at all levels but mainly program
• Look after person, employee, learner

6
Program - What and Why?

• Coordinates resources and time lines
• Provides structure and consistency for all
• Clearly defines rules of participation, benefits,
  and outcomes
• Reduces contention at other levels!!!!
• Project management is integral
• Inform, install, implement, operate, improve

7
Program - What and Why?

• Start with what and why questions
• Why do we need this? Desire or Need?
• What is the business goal and payoff?
• Who is the audience?
• Whats in it for the learner/employees?
• What are the program parameters?
• Size, time, cost, geography, audience

8
Program - How Questions

• How will we fund this?
• How will we deliver this? Environment?
• How will we ensure learning and transfer?
• How will we develop this? Resources?
• How will we market the program?
• How will we evaluate?

9
Stakeholders

• Management
• Program Sponsor/Coordinator
• Development team
• Interested parties (HR, IT, Finance)
• Customers, partners, staff!
• Market, cajole (suck up) to all of them
• Communicate Communicate Communicate!

10
Old Way - ADDIE

• Analysis
• Design
• Development
• Implementation
• Evaluation
• Sets ID as an isolated activity

11
Balanced Learning Scorecard
12
Balanced Learning Scorecard

• Business - Why
• Purpose - What
• Technology - How
• People - Who
• Mission, Vision, Strategy
• Today state versus Tomorrow state
• Objectives, targets, measures,

13
Personas

• Person, employee, learner
• Ensure each is satisfied to reduce attrition
• Person
• HR, career, recognise reward - program
• Employee
• Relate to job, motivate, satisfy - course
• Learner
• Engage, enthuse, respect - content

14
Persona Concepts

• Hypothetical Archetypes of actual users
• Used in Goal-based, Interaction design
• Be specific about each personas
• Goals, desires, needs, attributes, constraints
• Name each persona if necessary
• Avoid one size fits all design
• Alan Cooper The inmates are running the asylum

15
Teaching Learning Strategies

• Must consider environment
• Online, class, hybrid (EPSS, JITT, workshop)
• Courses, how many? global outcomes?
• Primary instructional theories, methods.
• Assessment types
• Attainment, competence, mastery, performance,
  organisational or industry certification, AQF

16
Key Evaluation Criteria

• Achieves primary program outcomes - level 4
• Achieves transfer to job/workplace - level 3
• Achieves hard program goals for scale, cost,
  time, resources
• Achieves soft program goals for participation
  and satisfaction, timeliness, appropriateness,
  learning transfer (levels 12)
• (Kirkpatrick)

17
(No Transcript)