Case Study
I embarked on a collaborative journey with a peer to analyze and propose a redesign for a flawed training program at a global apparel and footwear corporation. Tasked with enhancing new hire training for a specific software application, we delved into a comprehensive needs analysis, uncovering significant gaps in knowledge retention and relevance. Our strategy was underpinned by a blend of instructional theories tailored to address these gaps effectively.
We utilized Pretraining to familiarize learners with key concepts through asynchronous modules, enhancing their readiness for complex content. Anchored Instruction guided the development of role-specific exercises for practical application and engagement. The Dual-Coding Approach optimized knowledge retention through visual and verbal training materials, and Vygotsky’s Zone of Proximal Development (ZPD) ensured learning experiences were meaningful within the organizational context.
Our process involved initial brainstorming, iterative writing in a shared document, and continuous dialogue to refine our approach. This multi-theoretical approach underscored the essence of effective communication, collaboration, and compromise, guiding us to a solution that was efficient, engaging, and tailored to individual needs. We aimed to transform the training experience, thereby addressing the critical gaps identified in the existing program.
The Case:
You are an instructional designer for a global corporation that focuses on apparel and footwear. You are taking over training from a subject matter expert (SME) who used to train the new hires on a specific software application that they’ll be using on a daily basis. You are responsible for conducting the training and designing/developing course materials. In the past, the SME taught the new hires in a week-long all-day face-to-face course on every task within the software. The new hires received a binder of the hard copy quick reference guides for each task.
As the ID, your first task was to conduct a needs analysis of the users through surveys, interviews, and observations. Your results showed that many of the new hires weren’t able to remember how to complete the task due to the overwhelming amount of information and that many of the new hires didn’t work in specific areas within the software application so parts of the training weren’t relevant to them. The system was also undergoing frequent updates where parts of the user interface would look a little different. After investigating further, you found out that new hires were making costly mistakes in the system by ordering incomplete samples from the factory or not following the process correctly. You decide that the training approach needed to be overhauled.
The task:
- Identify and describe the issues with the current approach.
- Determine what theories and strategies to use to redesign the training approach?
