Development

C. Hall Jones & Associates, Inc., develops custom education and training courses, programs, and materials based on the client’s specific training requirements, the specific job requirements of the end user, and the specific performance capabilities and/or performance improvements desired.

Our development process has been refined over many years of successful experience developing both human performance improvement training courses and programs and technical training courses and programs.

We employ our own 20-step instructional design model that results in a complete and effective training course or program.

C. Hall Jones & Associates, Inc. 20-Step Instructional Design Model

Note: While the following instructional design model is presented as a series of 20 discrete steps, effective and efficient application of the model often requires that some steps be omitted and/or that multiple steps occur concurrently.

1. Analyze the human performance problem(s) and/or opportunity(s) to be targeted to positively distinguish and differentiate education and training requirements from leadership, management, and organizational requirements.
    
2. Analyze and identify the following: a) who will receive the training, b) what working conditions will exist when the learners actually apply what they have learned, and c) what expectations will be employed to evaluate the learner’s performance.
    
3. Completely define the specific objectives, goals, parameters, and limitations of the training course or program.
    
4. Research the applicable laws, regulations, certification requirements, industry standard practices, academic and commercial literature, manufacturer’s data, supplier’s data, etc., that apply to the knowledge, skills, experiences, training, and certification(s) that will need to be incorporated into the training course or program.
    
5. Establish the completion point of the training course or program based on the knowledge, skills, experiences, training, and certification(s) that the learners will be required to posses at the completion of the training course or program.
    
6. Once the completion point of the training course or program has been established, establish the starting point of the training course or program based on the time, financial resources, learner characteristics and capabilities, instructional personnel, and other resources that will be available for the training course or program.
    
7. Identify the specific knowledge, skill, and experience blocks that must be included in the training course or program.
    
8. Fill in the details of the knowledge, skill, and experience blocks that were identified in step number 7.
    
9. Perform a gap analysis to divide the knowledge, skill, and experience details that were completely specified in step number 8 into their simplest possible individual components.
    
10. Arrange the knowledge, skill, and experience components that were specified in step number 9 into a logical and practical education and training sequence as opposed to a logical and practical application sequence.
     
11. Establish the course or program instructional time frame in both total hours and in the number and duration of individual meeting sessions required and/or available for the training course or program.
     
12. Apportion the knowledge, skill, and experience requirements into the instructional time frame stated in both total hours and in the number and duration of individual meeting sessions available for the training course or program.
     
13. Develop the training course or program syllabus, individual lesson plans, workbook(s), lab project sheets, performance profiles, etc.
     
14. Identify, locate, and obtain or arrange for the required tools, equipment, supplies, training aids, speakers, video tapes, films, CDs, DVDs, text books, workbooks, laboratory experiences, field trips, etc., that will be required to implement the training course or program.
     
15. Develop the required training course or program evaluation criteria, procedures, and evaluation tools.
     
16. Develop a feedback process to update and improve the content, materials, and delivery methods for future training courses or programs based on the results of step number 15.
     
17. Arrange to train the instructional personnel who will actually deliver the training course or program.
     
18. Implement the training course or program.
     
19. Evaluate the training course or program using the criteria, procedures, and evaluation tools that were developed in step number 15.
     
20. Apply the results of step number 19 to update and improve the training course or program content, materials, and delivery methods for application to future training courses or programs using the process that was developed in step number 16.