e-Learning Part 2: Getting on the Right Track with Upfront Needs Analysis

In my last post, I discussed the steps an organization should take to begin identifying the type of e-Learning program they need. Once you have determined the type of training that is right for your organization, you can begin to analyze your content further to understand the level of repurposing necessary for an effective e-Learning initiative. This analysis is conducted to determine compatibility of existing content and legacy courseware with e-Learning delivery methods (not all content lends itself well to e-Learning delivery!) In this step of your path to e-Learning, an instructional designer analyzes the organization’s course content to determine the appropriate delivery methods to:

  • Optimize learning transfer and retention
  • Reduce training costs
  • Expand learner population through increased accessibility, and
  • Create on-demand training programs.

Why all the analysis?

Although many organizations cite an interest in offering e-Learning and believe it can add value to their overall training strategy, many fail in the execution stages due to inadequate front-end analysis. Optimal e-Learning design takes the following inputs into consideration:

  • Gaps between current training and performance requirements
  • Level of learning desired to ensure learner retention
  • Best delivery types for each course
  • Costs related to design, development, and deployment
  • Time-to-market requirement
  • Technological capabilities and resources available to support the delivery

An organization that fully understands each of these inputs as it pertains to their particular needs can more accurately identify their e-Learning environment and resource needs and thus establish a path to develop an e-Learning program that provides a substantial return on investment. Once this analysis is completed, the organization is prepared for the subsequent development phases.

What is learner retention about and how does it impact delivery decisions?

Understanding the importance of learner retention is a critical consideration in designing effective e-Learning. Learner retention is the extent to which learners remember what they have learned and can transfer those skills to their work or life. The design of e-Learning is driven by the learning or performance objectives. Utilizing Bloom’s taxonomy, if the learner is required to perform higher levels of cognition such as application, analysis, synthesis, or evaluation then the instructional content should require the learner to perform these tasks within the content. The following table demonstrates the relationship between cognition levels and delivery types:

Level of Cognition

Description

Delivery Types Examples

Knowledge

Observation and recall of information

Instructor-Led Lecture

Instructor Assist

Computer Text/Graphics

Job Aids/Training Guides

Discussion Boards

Recordings

Online Discussion Groups

e-Book

Broadcast

Comprehension

Interpret facts, compare, contrast, grasp meaning

Lecture/WBT content followed by instructor/ learner Discussion

Online discussion board postings

Case study

“Drag and drop” exercises

Essay questions

Online discussion groups

Application

Use methods, concepts, theories in new situations; solve problems using required skills or knowledge

Case Studies

Lab exercises

Simulation

On-the-job observation

Video observation in which correct application must be identified

Essay questions

Analysis

Recognize patterns; Identify components

Lab exercises

Simulation

Essay questions

Case Studies

Synthesis

Use old ideas and create new ones; Generalize from given facts; Predict, draw conclusions

Essay Questions

Research Problem/Report

Simulation

E-Class projects

Evaluation

Debate a concept; Judge and/or predict a problem

Essay Questions

Research Problem/Report

E-Class projects

Debates through discussion boards

 

Mapping delivery methods to learning retention given the realities of your organization

When transitioning content, I always recommend that you find an experienced instructional designer to analyze legacy content prior to transitioning it to e-Learning. An instructional designer will conduct a high-level analysis of the organization’s legacy learning objectives (for each course) and supporting materials. They will then determine which courses lend themselves to an e-Learning environment. Once this is determined, the instructional designer will analyze the courses identified for e-Learning at a higher level of granularity, assessing each learning objective to determine the appropriate delivery method to maximize learner retention.

The cost of development for each delivery method varies greatly due to the amount of time and expertise it takes to develop.High e-Learning development costs are associated with flash video and simulations to enable learners to use higher cognitive levels including application, analysis, synthesis, and evaluation.If these types of delivery methods/costs are outside the institution’s business model, then there are delivery methods that can be utilized to encourage higher levels of cognition, but keep development costs down. It should be noted that although initial costs are high, the costs of delivering self-paced training over an extended period of time are low by only requiring the organization to revise the training modules when necessary.

Once the organization has identified which courses can be transitioned to e-Learning and what delivery types to use to maximize learner retention, the organization can begin conducting due-diligence on learning platforms to deliver content.

Please stay tuned for my next post: Getting the Biggest Bang for my Buck: Things to Consider when Choosing a Learning Platform.

Kathleen Bot About Kathleen Bot

With an educational background in Industrial / Organizational Psychology, Kathleen has had the opportunity to work with various Fortune 500 companies and government organizations such as the Department of Defense. Her diverse experience includes various organizational development projects including measuring the effectiveness of the Navy’s Revolution in Training; conducting research on alternative performance assessments; implementing digital learning dashboards within Integrated Learning Environments; conducting learning needs assessments; and transitioning instructor-led training programs to e-Learning environments. Kathleen is a Senior Learning Consultant at Avalon Consulting, LLC, working with a team of consultants to develop strategic learning methodologies that assist organizations in creating cost-effective, innovative educational programs.

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