Citation
Morrison, G.R. (1988). The instructional designer- subject relationship: Implications for professional training. Journal of Instructional Development, 11(2) 24-27.

Abstract
Talks about skills needed to be successful.

• Group Process Skills – Includes planning an efficient meeting, using specialists effectively, build a team that is diverse enough to get the job done, be able to achieve group consensus, and be able to resolve conflicts.
  
• Problem-Solving Skills – needs different types of problem solving for different problems (technical issues compared to a stubborn expert).
  
• Communication Skills – includes effective listening, understanding body language, and being able to get to the heart of the issue (probing skills).

Location: ED795A Binder

Posted by dan mcdowell at 02:56 PM | Permalink

Citation
Rossett, A. (1999). Understanding the people in the organization who aren’t us. Performance Improvement, Jan. 1999, 16-19.

Abstract
Looks at four groups that the ID will have to deal with. Nice chart outlines perspectives for each group and then strategies that can used to deal with those perspectives.

• The People with Expertise
  
• The People Closest to the Work
  
• The Partners in the Organization
  
• The People Who Pay
  

Location: 795A Binder

Posted by dan mcdowell at 02:54 PM | Permalink

Document Download
795A Course Summary

Abstract
A summary of ED795A taught by Dr. Allison Rossett.

Posted by dan mcdowell at 02:50 PM | Permalink

PowerPoint
Download: TNA Analyses

Abstract
From Dr. James Marshall in ET540. An overview of analysis as it is used in educationa technology. Includes a step-by-step process for a goal analysis and task analysis.

Posted by dan mcdowell at 09:54 AM | Permalink

PowerPoint
Download: The Blending Dilemma

Abstract
From Dr. Allison Rossett in ED795A. Great resource for looking at blended learning. Provides a nice list of ingredients, a chart that looks at content stability and implementation time, a chart that looks a touches and cost, and several examples.

Posted by dan mcdowell at 09:12 AM | Permalink

PowerPoint
Four Generations of Instructional Design

Abstract
From Dr. Allison Rossett in ED795A. This PowerPoint reviews the history of instructional design, illustrating how the role of the instructional design has changed over the years. Includes examples from each generation.

Posted by dan mcdowell at 09:06 AM | Permalink

PowerPoint
Download: Consultinf for Results

Abstract
From Dr. Allison Rossett in ED795A. Describes the role of a consultant, including how to act, some basic tips, and a couple cases.

Posted by dan mcdowell at 08:58 AM | Permalink

PowerPoint
Download: Creating A Successful Relationship With the Client

Abstract
From Dr. Allision Rossett in ED795A. This lecture reviewed how we should act with our clients for the class, which is easily transferable to all clients.

Posted by dan mcdowell at 08:48 AM | Permalink

PowerPoint
Download: Performance Analysis & Needs Assessment

Abstract
From Dr. Allison Rossett in ED795A. Discusses performance analysis, needs assessment, and cause analysis. Then it reviews roll-outs, problems, and people development from First Things Fast.

Posted by dan mcdowell at 08:42 AM | Permalink

Citation
Siemens, G. (2003). Content Management: Our Organized Future. Retrieved October 1, 2005, from http://www.elearnspace.org/Articles/contentmanagement.htm

Abstract

Posted by dan mcdowell at 10:05 PM | Permalink

Citation
Cole, R. A. (Ed.). (2000). Issues in Web-based Pedagogy: A Critical Primer. Westport: Greenword Press.

Abstract

Posted by dan mcdowell at 09:45 PM | Permalink

Citation
Clark, R. (1999). Developing Technical Training. Washington, D.C.: ISPI.

Abstact

Posted by dan mcdowell at 09:43 PM | Permalink

Citation
Block, P. (Ed.). (2001). The Flawless Consulting Fieldbook and Companion. San Francisco: Jossey-Bass/Pfeiffer.

Abstract

Posted by dan mcdowell at 09:41 PM | Permalink

Citation
Foxon, M. (1997). The Influence of Motivation to Transfer, Action Planning, and Manager Support on the Transfer Process. Performance Improvement Quarterly, 10(2), 42-63.

Abstract
Transfer failure is incredibly high – as high as 90% - so most training is actually wasted. Transfer can be measured several ways, one way: look at number of tasks performed, frequency of performance, and level of task difficulty. You should check right after training and then at a later date.

Transfer failure may not only be individual or trainings fault, but institutional. The culture of the institution could encourage or inhibit transfer.

Action Planning – Basically this is planning that considers the problems of implementing the plan. This allows the users to see obstacles to transfer problems. Ideally this will get them to plan into their job the implementation of the new training so it is not forgotten as the old routine returns.

Motivation to Transfer – (1) trainees confidence (2) how relevant the training is perceived (3) ability to easily identify where new skills can be used (4) Last, to believe that new skills are actually going to improve performance

Manager Support – Managers must make it important and use the skills themselves. They must also supply the materials necessary to implement successfully.

Conclusion – all of the factors need to be considered – organizational culture, motivation, manager support and action planning.

Location: ET795B Binder.

Posted by dan mcdowell at 12:56 PM | Permalink