Instructional Systems Design (ISD) Principles: Analysis, Design and Development, & Evaluation
Analysis
No development effort should proceed in the absence of clearly defined goals and constraints (e.g., manpower, resources). In many projects this front-end analysis process takes the form of a needs assessment which can focus on one or all of the relevant dimensions; organizational, occupational, or individual.
Our experience with a wide array of clients provides us with the ability to quickly develop and implement an efficient and effective process to collect the vital information that forms the backbone of a successful project. Our assessment process draws upon a number of tools including interviews, focus groups, and surveys (paper-, Web-, fax-based).
Design and Development
During the design phase, identified needs are translated into specific interventions. This can include reengineering of a business process, development of a performance assessment process, design of a comprehensive educational system, or development of a targeted training program. In each case, the design includes specific objectives and processes to meet those objectives. In the case of a new organizational process this would include organizational roles, responsibilities, reporting relationships, communications plans, policies, and procedures. In the case of training this would involve instructional objectives and the instructional content (e.g., lessons, exercises) to meet those objectives. As the design is further developed, and transformed into materials (e.g., training manuals, operational procedure manuals) in a media that best fits the organizational requirement. This can range from paper-based manuals to web-based intelligent support systems.
Evaluation
Evaluation is a key component to any intervention. HumRRO specializes in the application of solid methodological tools to create evaluation systems that address an array of client needs. Building on Donald Kirkpatrick's early work with training evaluation, we frequently work with clients to implement the Phillips ROI Methodology to evaluate training based on participant reaction, learning, application, business impact, and return on investment (ROI). By looking at each of these levels a comprehensive evaluation will facilitate understanding of the success of the entire program of instruction. This methodology can also be used to evaluate other human capital programs. Our evaluation work covers a wide range of solutions, including serving as independent evaluators for major organizational interventions and helping clients design evaluation systems that are most approriate to the needs of their organizations. Regardless of the context, we strive to create evaluation methods and tools that are valid, reliable, and of use to the full range of project stakeholders.
