Description:
The digital learning resource will be a short video segment that will live as a module amongst 15 others in our management learning program. The module is meant to take the 2-hour instructor-led content and consolidate it into one 5 minute video outlining all of the key information related to that specific module topic. The 15 modules that make up the management learning program consist of topics like loss prevention, scheduling, business analytics, and people development. For the sake of this assignment, I will focus on the people development module when creating my digital learning resource.
Learning Goals:
The goal of the module is to provide an introduction to the people development model and to prepare the learner for the subsequent modules that will dive deeper into coaching techniques and accessing resources.
Upon completion of the module the learner will be able to:
- Understand the basic training resources and coaching methods for each stage of the people development model.
- Determine how their role as the “coach” fits into the learning journey for their staff.
- Understand how people development fits within the employee experience.
- List all stages of the retail employee learning journey at FGL Sports.
Intended Audience:
The intended audience in the past for all content related to management training was specific to and only made accessible to, new store managers or high potential assistant managers who would be invited to the instructor-led summit once a year. With the digital delivery option, the content will be made accessible to:
- All new managers as part of their onboarding process
- Existing or tenured managers looking to refresh themselves on key role responsibilities
- High potential Assistant or Department Managers looking to expand their knowledge base and take on their own development
- Any retail associate who is interested in learning more about the organization and the role of the Store Manager.
My hope is that this can ultimately improve our talent pipeline and succession planning strategy by introducing more people who are motivated to develop within our company.
Rationale:
I am confident that the delivery of a clear, concise, and informative video can meet the learning needs to highlight the training resources and coaching methods available for developing our people. Typically the in-person sessions are filled with various facilitators with different presentation styles and communication skills. By streamlining all of the modules in a format that is consistent, we can control the process and message that is getting out to our field (store-level) teams.
Tools:
The tool that I have chosen to use is the animated program “Powtoon”. The reason being is:
- Cartoons can ensure consistency with the look and feel of the design and specifically the facilitator. As personnel come and go, the avatar will remain the same, promoting uniformity and sustainability.
- The program is somewhat easy to learn and I am familiar with it from a previous course assignment.
- The tool has the ability to add voiceover, text, and video media for optimized design delivery.
Assessment Plan:
The Assessment plan will be two-fold for this digital learning resource as there are potentially different learners who might access the video.
Primary Audience – Store Manager being onboarded:
- No assessment or checkpoints during video
- After module completion, there is a “Show Me Step” which consists of a number of follow up reflection questions to be led by the mentor (the district manager or training manager).
- Upon completing all 15 modules there will be a formal assessment on the LMS to ensure tracking and completion. For the sake of this assignment, this will not be included as the remaining modules are yet to be completed.
Secondary Audience – all other managers or associates:
- Access to the “Show Me Step” will be available and conducted with their store manager if they would like further support or development
- No formal assessment
Learning Theories & Instructional Design Principles Used:
- Elements from Behaviourist and Cognitivism will be used most when building this learning video. It will not be interactive and will act as a stand-alone video with a focus on delivering the what and how when it comes to our People Development process.
- Design Framework elements outlined in Bates SECTIONS model (2015) helped inform the design and delivery methods for the animated module.
- Interaction is one of the most important principles when developing the tool as the concern related to the learning outcome is present when trying to condense content length, replace facilitator presence, and change the method of delivery.
- Interaction with learning materials (video)
- Interaction with the facilitator (post video show me step to demonstrate critical thinking)
- Interaction is one of the most important principles when developing the tool as the concern related to the learning outcome is present when trying to condense content length, replace facilitator presence, and change the method of delivery.
Cognitive Learning Theory:
- Although elements related to the assessments and program learning objectives for the entirety of the management learning program does draw on components from both behaviourist and constructivist learning theories, the digital resource design however was heavily influenced by the cognitivism school of thinking.
Based on the research synthesized by Ally (2008), the following elements were included based on the various learning theories:
- Cognitive learning was considered when choosing animated video design delivery, allowing the learner to observe the learning materials and promote memory retention.
- Initial storyboarding supports a design of content being delivered in an organized fashion with clear sequencing moving at a manageable pace. It is believed that by giving the learner a variety of text and graphic content, they will better be able to internalize and remember the content.
- The graphics will be simple and not take away from the content being delivered while the text and important information will be highlighted and bucketed to remain categorized and clear for each section.
Instructions for Use:
- The learner is meant to access this content as either a personal development opportunity or in the case where a new manager has been hired and they require knowledge on each of the 15 modules upon completing their onboarding.
- An overview PDF of the management program will be provided as well as the “Show Me Step” with instructions on how to leverage this coaching tool to support the digital training resource.
Plan for Use:
- Due to corporate security constraints, this resource will not be made open on the world wide web. When it comes to proprietary corporate learning programs, the organization takes this seriously so in terms of “open” it will be at an organizational level by living in our Operations Portal> Training Tile > Management Training Program.
Ally, M. (2008). Foundations of educational theory for online learning. In T. Anderson (Ed.), The theory and practice of online learning (pp.15-44). Edmonton, AB: AU Press.
Bates, A. W. (2015). Chapters 6-8. In Teaching in a digital age: Guidelines for designing teaching and learning. Vancouver BC: Tony Bates Associates Ltd.