A foolproof way to nail our clients’ requirements is to design the curriculum in such a way that it determines skill gaps and defines strategic goals. While this is a complex process, assessing the effectiveness of training, organization, and integration of learning experiences with the content and ensuring its impact on the learners and business KPIs is even trickier.
Take a look at how we can help you ensure your training investments drive performance gain to address gaps and maximize training ROI by driving measurable business results through our expert Content and Curriculum Design.
Curriculum Design needs to be carefully thought through and involves a lot of strategic decision-making. In most scenarios, the L&D function has more to do, with limited budget, headcount, skillsets, and technology. This makes it incredibly difficult to ensure the business is getting its maximum bang for the buck when it comes to learning.
For the learner, the learning experience is waning, and learner engagement continues to steadily decline. For the organization, learning may not be well aligned with the needs of the business, and it is difficult to measure learning impact. Poor strategy development and alignment, along with an inadequate technology ecosystem means employees are not learning what they need to know to maintain compliance, develop new competencies and skills, and advance their capabilities. This leads to negative outcomes including a lack of innovation and creativity that can make an organization lose its competitive edge.
We have a simple, well-grounded yet robust process to design an impactful curriculum that is learner-centric and fully aligns to our clients’ training needs. Here is a snapshot:
Set out with a clear intent – We lay down a clear, well-derived set of goals that helps us build an authentic curriculum that provides a firm foundation on which we build meaningful, world-class learning interventions that meet the learners’ as well as business needs.
Define the pedagogy – After setting up clear goals and a purpose, we define the pedagogy and didactic tone that best suits the learners, aligns with the requirement, and draws itself well to the content.
Drive learner engagement and content enrichment – The next step is to weave in elements that add meaningful learner engagement tied to the goals and also enrich content presentation.
Review and evaluate – Our panel of experts review the impact of the curriculum and its alignment to the requirement and suggest modifications or changes to improve it further.
Determine training impact and ROI – Our measurement model ensures the learning function can demonstrate its impact on the business—and its ROI. We will help you gain more accurate insights on where you should be making future investments, further maximizing the return on investment.
We take a trusted consultant’s role while designing content and curricula for our customers. Here is a glimpse of the learner-centered and dynamic approach that EI employs:
During this phase, the learning solution’s goals and objectives are primarily determined. This includes analyzing the target audience, examining the base content, identifying the technology, infrastructure requirements, as well as adhering to various compliance requirements.
This stage involves probing goals and objectives that align with the requirement. These questions help us arrive at goal definitions:
This stage involves understanding the target audience well. Questions that bring about clarity into the audience persona and demographic:
Analyzing content involves asking questions such as:
Besides knowing our audience, content, and objectives, other considerations such as technology and compliance are extremely important for the learning solution to be effectively deployed. This involves asking question such as:
Technology and Infrastructure Availability
After a thorough analysis, this phase involves selecting the appropriate delivery mechanisms for the curriculum based on the time available for its implementation. This can include WBT, VILT, Blended Learning, Augmented Reality, or Virtual Reality solutions.
The last step involves assessing the level of motivation of the learners and the constraints and challenges they may encounter during the course of the curriculum. As part of this phase, we evaluate the governance mechanisms (organization-driven) to ensure that learners complete the entire curriculum and also formulate the assessment strategy.
Empowering New Managers of a Global Banking Giant to Transition to New Responsibilities by Enabling Learning in Their Workflow
Partner with us to futureproof your corporate training.
Get the latest insights, trends, strategies, tips, best practices, guides, and inspiration for improving your training and development programs.