Key Elements and Models in Instructional Design

Instructional design (also known as instructional systems design or instructional systems development) is the process of creating learning experiences that promote long-term learning.

This systematic approach can be applied to any instructional experience, involving the analysis, design, development, implementation, and evaluation phases.

Instructional design goes beyond merely producing educational materials; it carefully considers how students learn and identifies the resources and techniques that best support their academic goals.

It guides the creation and delivery of educational resources for various learning groups, from adults in different industries to elementary school students.

Key Elements of Instructional Design

1. Learning Objectives: These objectives drive the instructional design process. They define the specific skills or knowledge learners should acquire by the end of the educational experience. Effective learning objectives are SMART (Specific, Measurable, Achievable, Relevant, and Time-bound), forming the foundation for a successful educational process.
2. Instructional Activities: These are the tools and techniques that facilitate learning. They include a range of methods tailored to meet students’ objectives and needs. Examples include lectures, group discussions, practical exercises, and collaborative assignments, all chosen to engage students and enhance their understanding of the subject.
3. Assessment: Assessment techniques measure how well students have progressed through their learning journey. These methods, aligned with learning objectives and instructional strategies, range from interactive presentations to traditional exams. They provide a means for students and instructional designers to evaluate achievement levels.

The ADDIE Model

Originally developed for the armed forces in the 1970s, ADDIE has been adopted by instructional designers across various fields and remains a popular tool today.

While the activities in each phase may vary, the five main phases are consistently present. They include:

1. Analysis: In this phase, designers focus on understanding participants or students. The analysis ensures that new topics and lessons are emphasized, avoiding repetition of previously learned material.
2. Design: This stage involves creating the structural framework of the course, including planning, methodology, scheduling, and resource allocation.
3. Development: During this phase, training materials and course content are created, aligning with the chosen delivery mode and style, particularly for e-learning.
4. Implementation: The course is launched on the learning management system once objectives and structure are finalized. This phase ensures that the teaching strategy aligns with the approved methodology and resources.
5. Evaluation: The final stage assesses the effectiveness of the instructional design process. Student’s complete evaluation forms to rate the program’s applicability and the effectiveness of the e-learning teacher’s implementation.

The SAM Model

The SAM (Successive Approximation Model) offers an iterative approach to instructional design, focusing on small, incremental steps rather than large, perfectly executed leaps.

Unlike the linear ADDIE model, SAM emphasizes performance improvement through continuous iteration.

Core Phases of the SAM Model

1. Preparation: This phase involves quickly gathering information and background knowledge to lay the project’s foundation, without extensive initial evaluation. 

3. Iterative Design: Starting with the Savvy Start, a collaborative brainstorming meeting, this phase establishes the project’s performance-focused framework. The team alternates between design, prototyping, and review stages to refine the instructional design.
4. Iterative Development: Similar to Iterative Design, this phase involves rotating through development, implementation, and evaluation. It progresses from design proof to Alpha and Beta stages, culminating in the final product release (Gold). Continuous analysis and evaluation allow for quick adjustments, minimizing budget and timeline risks.
5. SAM’s iterative approach ensures ongoing analysis, evaluation, and adaptation, resulting in high-quality instructional products that meet performance objectives.

The Kirkpatrick Model

The Kirkpatrick Methodology evaluates training effectiveness through four levels, developed by Dr. Donald Kirkpatrick in the 1950s. It can be applied before, during, and after training to demonstrate the training program’s value and effectiveness.

Four Levels of Evaluation

1. Reaction: Measures participants’ immediate reactions to the training, focusing on their enjoyment, content relevance, and areas for improvement.
2. Learning: Assesses the progress in learners’ competence, knowledge, and mindset, moving beyond subjective reactions to measure actual learning outcomes.

3. Transfer: Evaluates whether learners have applied their new knowledge, skills, and mindset in their work or learning environment, assessing behavior changes.

4. Results: Measures the overall impact of the training program, including improved performance, productivity, and efficiency. This level demonstrates the tangible results achieved.

By following the Kirkpatrick Methodology, organizations can comprehensively evaluate their training programs from participants’ reactions to tangible results.