Towards my own Instructional Design Model
Work In Progress by Annette Culley:
Started March 6, 2007.
Updated November 2007
There are three models reviewed here:
- ADDIE developed by the American Airforce, the
- Instructional Design Method by Knirk and Gustafson
- Systematice Design of Instruction by Dick and Carey.
I have begun to develp my own Instructional Design Model from this investigation.
ADDIE
At the Idaho State University College they have a very informative
resource on the ADDIE Model.
For a more concise outline of the ADDIE model at Pen State University,
by Steven
J. McGriff
For a very simple handout on this model go to the College
Station, Texas .
For a very detail course on the Overview of the Multimedia Development
Process go to the West
Virginia University.
For beautiful diagrams of the ADDIE model and the Dick and Carey Model
go to the University
of the South Pacific.
The most informative source I have found is Allen, W. C. (2006). Overview
and evolution of the ADDIE training system. Advances in Developing Human
Resources, 8(4), 430-441.
The Instructional Designer needs to be a project manager, "capable of interacting with multiple outsourcing agents or organisations". (Hansen, 2006)
Instructional Design Method
Systematic Design of Instruction
Towards my own Instructional Design Model
I have found the book ‘Learning Design, a Handbook on Modelling and Delivering Networked Education and Training” very helpful in developing my own design methodology. I use an ADDIE structure, with tools from my background in Software Design and Development. I also find the 4C-ID instructional model helpful in the design phase.
| Analysis (Instructional problem) | Problem Determination (consultation with teachers/subject specialists)
• Who are the students? • What are their entry level skills? • What should they learn? What are the instructional goals? • What would be the most effective learning strategy? • How will we know they have achieved the learning objectives? |
| Design (Instructional scenario) | Define the preliminary solution then further develop the solution: • Define and refine the learning objectives? • Specify strategies- learning flow diagrams, SDD tools such as flow charts, • Specify Media - context diagrams and data flow diagrams. • Specify the four components: 1. Learning Tasks 2. Supportive Information 3. Procedural Information 4. Part-Task Practice • Build the LS Architecture and write the XML code. • Design instructional Materials • Design assessment – formative and summative, write performance objectives |
| Development | Produce and Validate Learning Materials including assessment rubrics. |
| Implementation | Prepare Delivery of Learning system including close consultation
with teachers. Implement and support the delivery of the course. |
| Evaluation | Analyse the solution through consultation with teachers and students to improve materials and course structure. |
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References
Hansen, J. W. (2006). Training design: Scenarios of the future. Advances in Developing Human Resources, 8(4), 492-499.
Dobbs, R. L. (2006). Development phase of systematic training: New technology lends assistance. Advances in Developing Human Resources, 8(4), 500-513.
Cowell, C., Hopkins, P. C., McWhorter, R., & Jorden D. L. (2006). Alternative training models. Advances in Developing Human Resources, 8(4), 460-475.
Koper, R. Tattersall, C. (2005) ‘Learning Design, a Handbook on Modelling and Delivering Networked Education and Training”