Our Learning models
What's the underlying problem our we are trying to solve?
Concise explanation of the Learning idea including the audience it’s for
Measurement & Evaluation
Can we validate the effectiveness of this Learning idea?
Learning should be:
Relevant; directly measure the purpose for which the training was created Credible; believable to the learners Compelling; big and interesting enough to persuade learners to take action
Levels of Learning:
How do we want folks to react? What do we want them to learn? What behavior changes do we want to see? How will this ultimately impact the business?
What brainstorming methods did we use to determine the goals of this Learning idea?
Interviews: Interviews are a means of gathering 1:1 information in a structured or semi-structured way Focus groups: Focus groups are conducted as a means of gathering thematic information in a scaled manner Online surveys: Online surveys are used to gather quantitative and qualitative information from a larger and often remote audience Observation: Used to understand how work or tasks are performed, particular when looking at job re-design or task related information Existing content reviews: This includes reviewing existing frameworks, models, strategy and job descriptions/role profiles that will inform other areas of the analysis Industry benchmarks: Insights from current industry standards in the Learning space
Create an empathy map using embedded Miro board
Use Bloom’s Taxonomy to determine Learning Objectives and/or Activities for this Learning idea
Activities and Deliverables
Knowles’ Principles of Andragogy inform how we’ll design this Learning idea:
Adults need to be involved in the planning and evaluation of their instruction. Experience (including mistakes) provides the basis for the learning activities. Adults are most interested in learning subjects that have immediate relevance and impact to their job or personal life. Adult learning is problem-centered rather than content-oriented.
Attach link to Asana tracker
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