Organizational roles and curriculum design

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A presentation from Drake Resource Group, originally presented for Corporate University PDN (Professional Development Network), a special interest group that belongs to the Chicagoland Chapter of ASTD (CCASTD). The purpose of the presentation was to share our experience and case studies in the areas of clarifying the difference between roles and competencies and then articulate the process involved in curriculum design.

For more information on organizational development and curriculum design, visit us @ www.DrakeRG.com.

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  • Thank you for the chance to join you this evening. We have a lot to talk about in just this one short hour. So let’s jump in: I’d like to set the context in a non-salesy way regarding who the Drake Resource Group is and why we’ve been asked to present on the topics of competencies and curriculum design. We will then talk about how we lead our own Drake Learn University efforts. And, finally we’ll provide some case study examples of how we’re partnering with our clients for their corporate university needs. I’m sure you’ll have questions, so we’ll leave some time at the end for you to ask them.
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  • Organizational roles and curriculum design

    1. 1. Competencies & Curriculum Design Sue Drake President, Drake Resource Group www.DrakeRG.com Corporate University PDN © 2010 Drake Resource Group. All rights reserved.
    2. 2. Agenda <ul><ul><li>Who We Are </li></ul></ul><ul><ul><li>Introduction to Competencies </li></ul></ul><ul><ul><li>Introduction to Curriculum Design </li></ul></ul><ul><ul><li>Drake Learn </li></ul></ul><ul><ul><li>Client Case Studies </li></ul></ul><ul><ul><li>Q&A </li></ul></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    3. 3. Who We Are <ul><li>Drake Resource Group, Inc. </li></ul><ul><ul><li>Currently over 100 professional consultants </li></ul></ul><ul><ul><li>Service Fortune 100 and Fortune 500 companies in the Chicagoland area </li></ul></ul><ul><ul><li>Designed and developed many, many corporate education courses </li></ul></ul><ul><li>Your Presenters </li></ul><ul><ul><li>Sue Drake, President and Founder, Drake Resource Group, Inc. </li></ul></ul><ul><ul><li>Diane Boewe, Director, Consultant Community </li></ul></ul><ul><ul><li>Louann Swedberg, Director, Partnership/Marketing Development </li></ul></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    4. 4. <ul><li>Role: The set of responsibilities or expected results associated with a job. </li></ul><ul><li>Competency: General description of the knowledge, skills, and abilities needed to perform a role in an organization. </li></ul>Intro to Roles and Competencies Competencies are often used as a basis for training by converting competencies to learning objectives. Analogous to University Majors and Courses of Study “ Specifying Job and Role Competencies,” Assembled by Carter McNamara, MBA, PhD © 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    5. 5. Sample Role and Associated Competencies <ul><li>Administrative Officer </li></ul><ul><li>(Chief of Administration) (Entry Level) </li></ul><ul><li>General Management </li></ul><ul><li>Administrative processes and procedures </li></ul><ul><li>Research, interpretation, analysis of guidelines and policies </li></ul><ul><li>Management team responsibilities </li></ul><ul><li>Ethics </li></ul><ul><li>General ethical principles </li></ul><ul><li>Employee responsibilities and conduct </li></ul>“ Specifying Job and Role Competencies,” Assembled by Carter McNamara, MBA, PhD © 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    6. 6. Sample Role and Associated Competencies <ul><li>Administrative Officer (continued) </li></ul><ul><li>Budget/Fiscal/Finance </li></ul><ul><li>Basic Federal/NPS budget processes </li></ul><ul><li>Government/NPS and other financial management programs </li></ul><ul><li>Basic accounting techniques </li></ul><ul><li>Developing a budget </li></ul><ul><li>Human Resources Management/Equal Opportunity/ </li></ul><ul><li>Labor Relations </li></ul><ul><li>Basic staffing/placement </li></ul><ul><li>Basic employee relations </li></ul><ul><li>Performance management system </li></ul><ul><li>Equal opportunity program and processes </li></ul><ul><li>Personnel actions </li></ul><ul><li>Basic pay administration/regulations </li></ul>“ Specifying Job and Role Competencies,” Assembled by Carter McNamara, MBA, PhD © 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    7. 7. Intro to Curriculum Design <ul><li>Strategic Curriculum Development Methodology </li></ul><ul><ul><li>Needs Analysis </li></ul></ul><ul><ul><li>Task Analysis </li></ul></ul><ul><ul><li>Design </li></ul></ul><ul><ul><li>Development </li></ul></ul><ul><ul><li>Testing </li></ul></ul><ul><ul><li>Implementation </li></ul></ul><ul><ul><li>Evaluation </li></ul></ul>All phases are ongoing © 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    8. 8. Needs Analysis <ul><li>Determine: </li></ul><ul><ul><li>Business objectives </li></ul></ul><ul><ul><li>Learner needs/wants/required performance </li></ul></ul><ul><ul><li>Constraints/restrictions </li></ul></ul><ul><ul><ul><li> Budget  Timeline  Resources  Content </li></ul></ul></ul><ul><ul><li>Risks </li></ul></ul><ul><li>Estimate course length </li></ul><ul><li>Develop high level proposal </li></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    9. 9. Task Analysis <ul><li>Conduct data collection interviews / surveys </li></ul><ul><li>Analyze learners’ behaviors/attitudes </li></ul><ul><li>Identify role responsibilities </li></ul><ul><li>Identify most common mistakes made </li></ul><ul><li>List and prioritize responsibilities and competencies </li></ul><ul><li>Identify best course of action - training, procedures, processes, etc. </li></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    10. 10. Design <ul><li>Verify project goals </li></ul><ul><li>Analyze organizational culture, business objectives, mission, etc. </li></ul><ul><li>Analyze audience and learner characteristics </li></ul><ul><li>Assemble design team </li></ul><ul><li>Sequence content </li></ul><ul><li>Create course outline </li></ul><ul><li>Write objectives </li></ul><ul><li>Determine review/quiz/test requirements </li></ul><ul><li>Select instructional delivery methods </li></ul><ul><li>Confirm course length </li></ul><ul><li>Confirm constraint issues </li></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    11. 11. Design (continued) <ul><li>Determine reviewers/ approvers/schedules </li></ul><ul><li>Design implementation strategy </li></ul><ul><li>Create design document </li></ul><ul><li>Finalize proposal </li></ul><ul><li>Create project plan </li></ul><ul><li>Continue to analyze learner profile </li></ul><ul><li>Determine course deliverables </li></ul><ul><li>Determine treatment strategy </li></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    12. 12. Development <ul><li>Confirm learning strategy </li></ul><ul><li>Apply Adult Learning principles </li></ul><ul><li>Incorporate Instructional Design elements </li></ul><ul><li>Create lessons/modules </li></ul><ul><li>Create other course deliverables </li></ul><ul><li>Create reviews/quizzes/tests </li></ul><ul><li>Create post-training job aids/ reference guides </li></ul><ul><li>Send materials through review/edit cycles </li></ul><ul><li>Confirm pilot testing requirements </li></ul><ul><li>Prepare all materials for pilot testing </li></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    13. 13. Adult Learning Principles <ul><li> Adults: </li></ul><ul><ul><li>See learning as a means to an end - Must know what there is to gain </li></ul></ul><ul><ul><li>Bring considerable experience with them </li></ul></ul><ul><ul><li>Are accustomed to being active </li></ul></ul><ul><ul><li>Have a Here-and-Now viewpoint - Focus on current issues </li></ul></ul><ul><ul><li>Are accustomed to being self-directed </li></ul></ul><ul><ul><li>Want courses that focus on real-life problems, not academic material </li></ul></ul><ul><ul><li>Have something to lose - Need to maintain self-esteem </li></ul></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    14. 14. ID Elements <ul><li>Use learning objectives to tell how learnings will be measured </li></ul><ul><li>Acknowledge intrinsic motivation for attending course </li></ul><ul><li>Strive for full mental and physical engagement </li></ul><ul><li>Provide opportunities of interactivity </li></ul><ul><li>Ensure learning experience is relevant </li></ul><ul><li>Provide a means for self-directed learning </li></ul><ul><li>Ensure learning tasks are accomplishable </li></ul><ul><li>Provide a safe learning environment </li></ul><ul><li>Provide a means for follow-up to ensure transfer </li></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    15. 15. Testing <ul><li>Select reaction instrument/format </li></ul><ul><li>Conduct pilot testing </li></ul><ul><li>Send course materials through final review/edit cycle </li></ul><ul><li>Validate course against learning objectives </li></ul><ul><li>If necessary, conduct another round of pilot testing/ reviewing/editing/validating until course meets objectives </li></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    16. 16. Implementation <ul><li>Rollout course as designed </li></ul><ul><li>Make adjustments, as necessary </li></ul><ul><li>Begin gathering feedback </li></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    17. 17. Evaluation <ul><li>Review course feedback instruments </li></ul><ul><li>Evaluate job performance </li></ul><ul><li>Determine criteria for when course revisions are necessary </li></ul><ul><li>Determine when course is obsolete </li></ul><ul><li>Determine when to begin needs analysis phase again </li></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    18. 18. DRG Business Model <ul><li>We believe: </li></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com Leaders Individuals Organizations In the importance of leaders and leadership In the power of human potential In the importance of being a learning organization True leaders can both lead and serve Each of us has innate gifts and talents, which are waiting to be identified and released True learning organizations are naturally profitable Effective leaders are able to strike a balance by using both sides of their brain (analytical thinking as well as the creative and caring side) In promoting human dignity and respect at the highest level The foundation of true learning organizations is built upon the belief that employees are key to success Employees are all organizations’ most valuable asset True learning organizations strategically plan for optimizing personal and professional development Learning is a life-long process Whole Leaders + LifeLong Learners = Learning Organizations
    19. 19. Drake Learn <ul><li>A new and emerging program; began two years ago </li></ul><ul><li>Unique variable: Independent Contractors </li></ul><ul><li>Strategic Curriculum Development Methodology </li></ul><ul><li>Needs Analysis </li></ul><ul><li>Task Analysis </li></ul><ul><li>Design </li></ul><ul><li>Development </li></ul><ul><li>Testing </li></ul><ul><li>Implementation </li></ul><ul><li>Evaluation </li></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    20. 20. Needs Analysis <ul><li>Consultant Surveys </li></ul><ul><li>Client Feedback </li></ul><ul><li>DRG Project Manager Feedback </li></ul><ul><li>DRG Director Learning Experiences </li></ul><ul><li>DRG Laboratory Experiences </li></ul><ul><li>Consultant Skill Analysis </li></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    21. 21. Task Analysis <ul><li>DRG Roles </li></ul><ul><ul><li>Organizational Developer  Instructional Designer </li></ul></ul><ul><ul><li>Technical Writer  Developer/Programmer  Facilitator </li></ul></ul><ul><ul><li>Graphic Artist  Project Manager  Director  Executive Assistant </li></ul></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com Role Competencies <ul><li>Process </li></ul><ul><li>Document </li></ul><ul><li>Sources </li></ul>
    22. 22. Our Roles © 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com Directors Technical Writers Team Leads Learning is a life-long process Mentors Graphic Artists Executive Coaches Liaisons Developers/Programmers Facilitators Organizational Developers Instructional Designers Project Managers Whole Leaders + LifeLong Learners = Learning Organizations Organizations Individuals Leaders
    23. 23. Design <ul><li>We incorporate elements from the Strategic Curriculum Development Methodology, Adult Learning Principles, and ID Elements, plus: </li></ul><ul><li>DRG Strategic ID Elements: </li></ul><ul><li>Leverage advanced writing skills </li></ul><ul><li>Incorporate high degree of interactivity </li></ul><ul><li>Utilize color and graphics </li></ul><ul><li>Design effective use of audio </li></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    24. 24. Development <ul><li>Media choices and delivery method(s) determine development role requirements. </li></ul><ul><li>Paper-based </li></ul><ul><li>Instructor-led </li></ul><ul><li>Computer/Web-based </li></ul><ul><li>Video </li></ul><ul><li>Blended approach </li></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    25. 25. Testing <ul><li>Peer Feedback </li></ul><ul><li>Reviewed by peer professionals </li></ul><ul><li>Feedback is incorporated </li></ul><ul><li>Pilot Testing </li></ul><ul><li>Pilot tested by sample of learners </li></ul><ul><li>Feedback is incorporated </li></ul>Conduct additional testing as necessary © 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    26. 26. Implementation <ul><li>DRG Courses </li></ul><ul><ul><ul><li>Achieving the Right Balance – instructor-led </li></ul></ul></ul><ul><ul><ul><li>Copyright for Training Design – web-based on Drake Learn </li></ul></ul></ul><ul><ul><ul><li>New Consultant Orientation – web-based on Drake Learn </li></ul></ul></ul><ul><li>Quarterly Education Meetings (QEMs) </li></ul><ul><li>Consultant Website </li></ul><ul><li>Project Management Learning Community </li></ul><ul><li>DRG eNews </li></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    27. 27. Our Interventions © 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com Leadership Summit QEM: Dreamweaver for Instructional Designers Learning is a life-long process eNews Drake Learn: Copyright Issues in Training Design Project Management Learning Community Industry Panel Discussions/Presentations QEM: Graphic File Formats Director Team (Monthly Meetings) QEM: OD Panel Discussion Drake Learn: New Consultant Orientation ILT: Achieving the Right Balance: The Art and Science of Project Management Whole Leaders + LifeLong Learners = Learning Organizations Organizations Individuals Leaders
    28. 28. Evaluation <ul><li>Course evaluation by learners </li></ul><ul><li>New courses are observed and feedback is provided </li></ul><ul><li>STC Competition </li></ul><ul><li>Formal and informal client feedback </li></ul><ul><li>Formal and informal Project Management feedback </li></ul><ul><li>Skill Assessments (Grammar) </li></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    29. 29. As a Result of Evaluation <ul><li>Developer Learning Community </li></ul><ul><li>Study Groups </li></ul><ul><li>Skill Assessments </li></ul><ul><li>MS Word </li></ul><ul><li>MS PowerPoint </li></ul><ul><li>Dreamweaver </li></ul>“ The truly educated never graduate.” ~ Anonymous © 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    30. 30. Case Study #1: National Insurance Company <ul><li>Has very established “Majors” and Courses of Study </li></ul><ul><li>Implemented a blended learning approach </li></ul><ul><ul><li>Instructor-led training </li></ul></ul><ul><ul><li>Web-based courses </li></ul></ul><ul><ul><li>E-Classes (online webinars with self study materials) </li></ul></ul><ul><li>Formed Education Group </li></ul><ul><li>Follows a similar curriculum design methodology </li></ul>Training professionals including Instructional Designers, Media Producers, Facilitators, and others, to support and maintain learning events © 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    31. 31. National Insurance Company <ul><li>Needs Analysis </li></ul><ul><ul><li>Determine overall needs of collective business unit(s) </li></ul></ul><ul><ul><li>Determine and/or modify roles and competencies </li></ul></ul><ul><li>Task Analysis </li></ul><ul><ul><li>Identify competencies required for the different audiences (roles) </li></ul></ul><ul><ul><li>Determine deliverables required </li></ul></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    32. 32. <ul><li>Design </li></ul><ul><ul><li>Involvement of DRG during Design phase </li></ul></ul><ul><ul><li>Utilize client scripting templates (ILT and web-based) </li></ul></ul><ul><ul><li>Guide script review and approval process </li></ul></ul>National Insurance Company <ul><li>Development </li></ul><ul><ul><li>Use client created courseware development tool (creates web pages) </li></ul></ul><ul><ul><li>Perform courseware and media development </li></ul></ul><ul><ul><li>Bring creativity and fully leverage templates </li></ul></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    33. 33. National Insurance Company <ul><li>Testing </li></ul><ul><ul><li>Online deliverable testing </li></ul></ul><ul><ul><li>Test ILT content against the application </li></ul></ul><ul><ul><li>Conduct Train-the-Trainer sessions </li></ul></ul><ul><li>Implementation </li></ul><ul><ul><li>Integration with the existing Learning Management System </li></ul></ul><ul><ul><li>Site implementation tasks for Instructor-led training </li></ul></ul><ul><ul><li>Execute communication plans </li></ul></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    34. 34. <ul><li>Evaluation </li></ul><ul><ul><li>Onsite visits </li></ul></ul><ul><ul><li>Online and paper-based surveys </li></ul></ul><ul><ul><li>Quality initiatives </li></ul></ul>National Insurance Company <ul><li>Results </li></ul><ul><ul><li>A consistent approach for curriculum design </li></ul></ul><ul><ul><li>Sound, meaningful learning events </li></ul></ul><ul><ul><li>Learner results tracked and reported </li></ul></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    35. 35. Case Study #2: Global Technology Company <ul><li>Established Corporate University </li></ul><ul><li>Dynamic product lines and technical requirements </li></ul><ul><li>Established roles and competencies </li></ul><ul><li>Delivery methods include web-based, instructor-led, webinars </li></ul><ul><li>Established LMS system </li></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    36. 36. Global Technology Company <ul><li>The Corporate University serves as the: </li></ul><ul><ul><li>Central repository of resources </li></ul></ul><ul><ul><li>Initial contact for vendors </li></ul></ul><ul><ul><li>Coordination of vendor selection </li></ul></ul><ul><ul><li>Owner of contract process </li></ul></ul><ul><ul><li>Owner of project management process </li></ul></ul><ul><li>Per project, assign key University contact for internal communication and University course management </li></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    37. 37. Global Technology Company <ul><li>Uses a similar approach to curriculum design </li></ul><ul><ul><li>Typically gives the entire project to vendor </li></ul></ul><ul><ul><li>DRG uses own design/development process </li></ul></ul><ul><li>Results </li></ul><ul><ul><li>Large catalog of courses and learning events </li></ul></ul><ul><ul><li>Recognized for geographically dispersed, high quality learning products </li></ul></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    38. 38. Summary <ul><li>Effective corporate learning programs include: </li></ul><ul><ul><li>Well-defined business needs </li></ul></ul><ul><ul><li>Established roles and competencies </li></ul></ul><ul><ul><li>Solutions designed to meet the needs </li></ul></ul><ul><ul><li>Continuous evaluation and updates </li></ul></ul>© 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    39. 39. Questions ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? ? © 2010 Drake Resource Group. All rights reserved. www.DrakeRG.com
    40. 40. For more information about organizational effectiveness and curriculum design, please visit our website: www.DrakeRG.com © 2010 Drake Resource Group. All rights reserved.

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