In addition to our overall grasp on multi-user training approaches, we’ve also narrowed our focus on specific, industry-based strategies that can turn a good learning solution into a great learning solution.
Our services are not just limited to corporates. We have a team dedicated to building courses and learning materials for students of both school and college levels. We assist the K-12 segment by creating design models that help to break the curriculum into discrete, manageable units. Our training solutions use interactive strategy that facilitate easy learning and better retention.
As a top instructional design company, our number one objective is to create learning experiences that align with your business goals and strategies.
Our partnership with our clients supports an interactive process that improves the efficiencies in design and development but most importantly – the outcome. Scenario-based, motivational design and immersive learning are just a few of the methodologies we employ to design effective and engaging learning. What sets us apart is our ability to take these classical models and adopt contemporary approaches, allowing us to create learning solutions that are immersive and motivational.
Our approach to partnering with our clients is interactive. This proven approach results in a superior outcome. In addition, clients see improved efficiencies throughout the design and development phases of projects.
Solutions include but are not restricted to online learning (WBT), instructor-led training design, Virtual Instructor-led (VILT) and blended modalities for corporate and academic clients.
The final product we deliver may be in the form of participant guides, leader guides, job aids, e-learning modules, webinars, technical documentation, simulations, community development, testing, and certifications or implementation of a full LMS system.
This process makes sure that the training need is clearly defined, the courses are well designed, there are quality materials that can be used during and after training and the appropriate strategies are applied for effective knowledge transfer.
D3’s fully-scalable instructional methodology is based on a proven five-phase instructional design model.
D3’s number one objective is to align your training needs with your business goals and strategies.
Analysis & Assessments
Do you think training is the issue? Training doesn’t solve all performance problems. A training need assessment is a process of identifying performance-based problems and pinpointing those problems that can be addressed through training. This type of assessment will determine the performance gap (examining the current performance against the optimal performance) that must be improved to increase productivity, response time, customer satisfaction, etc. A training needs assessment will also evaluate your current training to see if it is relevant as well as establish a direction for future training development.
There are many factors that impact performance including tools, incentives, environment, teams, and access to information.
A needs assessment is most important so that the right solution is determined for the problem at hand.
Designing and building a training program is not an easy 1-2-3. You must take into consideration the audience – who will be receiving this training. Group A might be all engineers where Group B might be an entire sales force…the personality and behavioral makeup of these two audiences are on opposite ends of the spectrum.
Understanding your audience means gathering data through focus groups, interviews, conversations with SMEs, surveys/questionnaires, observing, etc.
Training is only relevant if the audience can apply it to their jobs. It must be task-oriented and focused on improving actual on-the-job performance. Task analysis will help define the training’s performance objectives for the audience.
Delivery Method Analysis
What is the best approach to training? Instructor-led, web-based, eLearning, self-study? This analysis will determine what the best style(s) of training is for the target audience. D3 uses a variety of teaching and learning techniques. People learn differently, by accommodating the various learning styles training will be most effective.
D3’s 3-D Formula: Discipline, Dedication and Determination equates to successful outcomes. Our best practice for Project Management is to set SMART goals that are inclusive, maintain clear and consistent communication, establish timelines with milestones towards project completion.
The course design comes from the analyses, namely, task analysis. Using the performance objectives uncovered from the task analysis, content developers create a whiteboard for the course. This is a preliminary plan for all lessons and modules with their associated performance objectives and activities. Additionally, there is the proposed method of evaluation for a course where the design is reviewed by the Project Manager and SMEs before the course development occurs.
Full development begins only after the client has approved the course design – outline, performance objectives, activities, and evaluation. Each lesson will contain the objectives, activities, evaluation, and feedback. Instructional designers use the blueprint, “course design” to build the content for each lesson. It’s the trainer’s job to bring the objectives, content, and activities to life with motivation, articulation, and excitement.
Review, Review & More Review…
After development, our SMEs conduct a thorough review of the content. This is to ensure the content is technically accurate. The instructional designer uses the information gathered and delivers a product that is user –friendly and features non-technical writing style. D3’s SMEs double-check content to ensure sensibility and the appropriate message is being communicated. We then have another level of review specifically for grammar, spelling, formatting and style consistency.
Before course rollout, a pilot takes place with actual learners. This is a chance for the trainers and client to review the course one last time before implementation.
This part of the development process is integral; it allows the development team – including the training specialists, SMEs, instructional designers, and instructors, to gather feedback from actual participants in a real-world setting.