Custom Corporate Instructional Design Services
Looking for an instructional design company to support your projects?
As a top instructional design company, our number one objective is to create learning experiences that align with your business goals and strategies.
Tween’s instructional design and development activities are based on classical instructional design models while utilizing contemporary approaches to designing learning.
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.
With so many ways to train and learn, how do you choose the best approach to meet training goals for multiple learners?
We base the majority of our design activities on the ADDIE, SAM and AGILE models.
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.
“Working with Tween on instructional design projects has always been an effective way to reach goals for programs that require customization or built from the ground up – which is why we keep engaging them with our projects. The process used is straight-forward, consistent, quick and effective. Even though we may work with different professionals on various projects, the customer experience we have and quality of work consistently exceeds expectations.”
Our Approach To Instructional Design Projects
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.
While we rely on classical instructional design, we are not wedded to any particular delivery modality, relying instead on the best solution uncovered through the design process. Tween 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.
Tween’s fully-scalable instructional methodology is based on a proven five-phase instructional design model.
Tween’s number one objective is to align your training needs with your business goals and strategies.
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. Tween believes in a blended learning approach, which uses a variety of teaching and learning techniques. People learn in all different ways so by reaching out to all types of learners your training will be most effective.
Good communication and organization equal positive, successful results. Tween feels the best practice for project management is to set clear project deliverables that have set milestones along the path to project completion.
A builder would never start building without a blueprint from the architect. The same goes for content development! The course design comes from the analyses, especially 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. There is also the proposed method of evaluation for the course.
The course design is reviewed by the Project manager(s) 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, it’s the job of the SMEs to conduct a thorough review of the content. This is to ensure the content is technically accurate. It is the job of the instructional designer to take the information gathered and delivery it in a user –friendly, non-technical style of writing. The SMEs will double-check the content makes sense and is giving the correct message. On a different level of review, editors must check 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 its implementation to the participants, department or even company-wide audience.
This is an integral part of the development process itself. 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.
Some questions and topics to keep in mind while running the pilot include:
- Time allotment for each module and activity
- The flow of the course
- Is the material user-friendly?
- Are the instructions for activities and exercises clearly stated?
- Are the learning objectives achieved by the end of the course?
- Course assessment tools
- Collect feedback from learners
- What revisions need to be made?
Revisions and fine-tuning of the course continue until the entire development team signs off and everyone is in agreement with the final product.
Hire Us For
Custom Corporate Instructional
- Develop and conduct complex training programs in response to organizational needs.
- Facilitate classroom, virtual instructor-led, and train-the-trainer programs
- Analyze employee training needs and develops appropriate new programs and materials
- Develop Instructional development solutions that include written course content, systems documentation, and e-learning (Adobe Captivate & Articulate Storyline)
- Develop quality training materials based on the ADDIE, SAM & AGILE models of instructional design
- Write course content, practice scenarios, activities, and assessments
- Consult with clients, team members, subject matter experts regarding training needs
- Deliver engaging and professional, small group and/or classroom training to end-users
- Design effective blended training solutions which are job-based, learner-centered, organized, accurate, practical and sustainable
- Develop a robust and sustainable blended training curriculum
- Develop programs like digital eBooks, eLearning modules, self-directed modules, classroom materials (participant guide, facilitator guide, presentations, etc) and coaching tools
Because Our Methodology Is So Robust,
We Have Designed Custom ELearning Opportunities In A Wide Range Of Industries. We’ve Had Successes In…
We are positive a partnership with TrainSmart and our instructional design team will lead to positive results no matter what the business challenges involved.
There is no one size fits all when it comes to learning. A partnership with TrainSmart will lead to positive results no matter what the business challenges involved.
Frequently Asked Questions
Describe your approach to blended learning program design and development. What are the key steps in the process?
Blended solutions result from calculated decisions based on the analysis of the audience and the client technologies that can be leveraged. Most times, prerequisite knowledge can be learned in advance of application.
What is your understanding of learning experience design? Describe your process for designing a learning experience. Please give examples of your work in this area.
The learning experience needs to focus on the learner and his or her application of the KASs or the needed change in behaviors. A KAS (knowledge, attitude, skills), with attitude being the most difficult, approach requires a clear understanding of the audience and jobs that they do. Consequently, TrainSmart is very focused on audience definition. The audience also defines implementation and evaluation strategies.
Do you develop learning materials (eLearning, face-to-face, mobile, etc.)? What types of learning materials do you create? Describe your content development process.
We develop SGs, FGs, PPT Decks, Job Aids, self-study guides, tests/practices, scripts, storyboards, GUI templates, SCORM m/eLearning (adaptive or nonadaptive) using all common development tools, standards. From a process perspective, complete the objectives find the content that supports what the audience needs to know or do, build the deliverable.
Do you design workshops? What is your process for designing workshops? Please give examples of the workshops you have designed.
Yes. Complete the analysis, define the learning objectives, identify the content that supports what the audience needs to know or do, build the workshop based on defined budgets and other business restrictions like access to learners, geographic distribution, language, culture, etc..
How do you measure the effectiveness of your learning design? What tools do you use? Please give examples of your work.
It depends on client requirements. TrainSmart always implements a Level 1 Evaluation. If the client required Level 2, we develop a pre- and post-measurement tool to determine the delta from learning. If a Level 3 is required, TrainSmart works with the client to design and execute a 60/90 days strategy to ensure that learning is transferred onto the job; this design has many mitigating factors related to management and leadership that client seldom executes it. A Level 4, while available, is seldom if ever undertaken due to expense.
Do you have experience working with sales companies? Please give examples (including the size of the target audience, the duration of the program/project, modes of delivery, etc.). Please describe the work that you did for them.
Yes. There are several consulting companies(food service, retail, marketing, entertainment, hospitality, pharmaceutical, textiles) where we provided a training strategy to assist both customer service and sales to improve their skills to the goal to increase confidence, sales, and retention of customers. Delivery methods varied based on client requests and end-user audience requirements. Instructor-led, virtual instructor-led, interactive job aids, apps and more.