Specialist Learning Design

Key Performance Objectives

Needs Analysis

• Clarify business goals and link to learning program objectives.
• Agree the scope of the learning objectives
• Articulate learning/administration requirements.
• Determine strategies/tools for transferring learned skills to the workplace.
• Determine the target participants, program entry requirements, participant characteristics and special needs.
• Determine extent of learning/participant knowledge/skill assessment required.
• Determine the tasks currently performed by target participants and level of performance required following the training
• Estimate program design, development, implementation and evaluation costs, effort required and schedule.

Learning Design

• Translate the program objectives into terminal and enabling learning objectives.
• Apply sound instructional design principles in learning.
• Quality assurance of learning content.
• Implement instructional design and content development activities to ensure product quality and consistency.
• Applying the ADDIE model of Instructional Design.
• Storyboarding for e-learning.
• Applying learning theories in design of learning material.
• Using games in interactive e-learning.
• Information mapping and content analysis.
• Determine program structure and sequence.
• Determine program duration and pace.
• Decide program format and mode of delivery.
• Specify type of participant assessments and assessment conditions.
• Determine program evaluation methodology, data collection methods, timing and reporting formats.
• Specify Channel or mode of learning

Development

• Develop communication packs for program stakeholders.
• Develop session plans, trainer guides, learner guides and trainer and participant resources.
• Develop trainer and on-the-job aids.
• Develop technology infrastructure and software.
• Develop participant assessments.
• Conduct a pilot program to test that the program meets client requirements.

Stakeholder Management

• Building a collaborative partnership with management and staff
• Make recommendations on training content interventions that are based on thorough research and understanding of industry and company needs
• Coaching and mentoring of management and learners to act independently in the future
• Aligning with adult learning and outcomes based training principles and standards

Content Development

• Design and development of a learning programme blueprint
• Apply sound instructional design principles in learning
• Quality assurance of learning content
• Implement instructional design and content development activities to ensure product quality and consistency.
• Applying the ADDIE model of Instructional Design.
• Applying learning theories in design of learning material.
• Information mapping and content analysis.
• Determine program structure and sequence.
• Determine program duration and pace.
• Decide program format and mode of delivery.
• Specify type of participant assessments and assessment conditions.
• Determine program evaluation methodology, data collection methods, timing and reporting formats.
• Ensure Content is up to date and knowledge content is audited at least monthly.
• Ensure AI is up to date

Qualifications:

• Diploma in Training and Development
• ETDP Qualification/ Related Training Qualification
• Degree advantageous

Experience:

• A minimum of 3-5 years’ experience training content development or similar role
• Technical and product design and development
• Industry knowledge and partnering to design and develop a learning intervention