CEENet logo
Track 3: Training the trainers

Instructional design principles and models

Mart Laanpere, M.Sc.
Tallinn University of Educational and Social Sciences
 
 

Track 3 programme on Monday, August 24:

9.00 Lecture: Instructional design principles and models 
10.30 Coffee break 
10.45 Lecture continues, ending up with a group assignment 
12.15 Lunch break 
14.15 Case studies: sharing experiences in Internet(-based) training with each other 
16.00 Coffee break 
16.15 Lecture: Target group (needs) analysis, job/task analysis 
16.45 Working in groups on target group analysis 


Instructional design

Clarifying the terms: 
  • "instruction", not "teaching"
  • instructional design
  • "training" or "education"?
  • educational technology
  • what about "learning"?
Exercise 1 

Further reading: 

 
To the top

Learning theories

Philosophical paradigms: objectivist vs. constructivist 
Psychology: behaviourist, gestalt, social, cognitive, developmental 
  • Comenius and his "Didactica Magna"
  • John Dewey and pragmatic theory of learning
  • Behaviouristic theory (Skinner)
  • Gestalt
  • Activity theories (Vygotski)
  • Cognitive theory (Piaget, Pappert)
  • Information processing approach
  • Andragogy (Knowles)
Explicit and implicit theories of learning: transmission, transaction or transformation 
Learning outcomes and their taxonomies (Bloom, Merrill) 

Exercise 2 

Further reading: 

To the top

Instructional design models

Based on theories (learning theories, systems theory) or practice (company or army training) 
Procedural and conceptual models 
Media, production, cookbook, design and systems models 
Some examples of instructional design models: 
  • Gagne & Briggs: instructional principles, phases and events
  • Leshin, Pollock & Reigeluth: instructional design strategies and tactics
  • Jonasssen: towards the constructivistic model of instructional design  ftp://ithaca.icbl.hw.ac.uk/pub/nato_asi/dhj.txt.gz 
Further reading: 

Showcase: Web-based instructional systems

Group assignment 

More cases... 


Front-end analysis

  •  Analyzing performance problems
    • Defining performance problems (current vs. desired performance)
    • Finding possible causes (job organisation, feedback, motivation)
    • Finding possible solutions (reward structure, feedback system, changes in job, job aids, instruction)

    •  
  • Analyzing the job / subject area
    • Task analysis
      • breaking down: parts of job, duties, tasks
      • specifying objects and tools for each task
      • specifying requirements and conditions for skilled performance
    • Performance objectives and measures
  • Analyzing the target group
    • Relevant prior knowledge for each task
    • Entry-level skills
    • Motivational factors (Keller)
      • Attention
      • Relevance
      • Confidence
      • Satisfaction