Analysis 1

Project Two: Design

Chandra Thomas

Post University
FINAL PROJECT 2

Project Two: Design

The Analysis Phase of the instructional design process is the most important

phase. There is the part that involves really looking at your learner audience and determining

how to meet their needs. For my project, which is to create a job rotation program for all

employees located on campus, I plan to use one-on-one conversations, focus groups, and online

surveys to determine what is most important to employees, as it pertains to creating a program

like this. This will all take place during the Analysis Phase. The analysis phase is used to ensure

that everyone understands the vision of the project; it also defines a clear scope. This will help

with decisions on “nice-to-have” features that may be mentioned along the way but that may not

be necessary to meet your initial project goals (Solutions, 2016).

For this paper, however, I will review several important area to analyze. The first area

documented will focus on why the training is needed, which is a general Needs Analysis. I will

also take a look at my intended audience during the Learner Analysis, as well as the organization

in general when detailing the Environmental Analysis. For the Task Analysis, I will note what

my learners will need to do to complete the course. As with any other project, it is important to

acknowledge the barriers and challenges that could arise. Lastly, I will touch on the type of

technologies I plan to use for this course during the Media Analysis.

Within each area, I will be able to fully review how to ensure that I have covered all

bases during this project. Also, understanding that this detailed step being completed on the

front end will vastly improve the chances of success for the course is very important. This, in

essence, makes the process a more focused, effective, and efficient process. Winston Churchill

once said, “Let our advance worrying become advance thinking and planning” and this statement
FINAL PROJECT 3

flows along with my thoughts about ensuring that the analysis is thoroughly completed at the

start of any project.

Needs Analysis

My organization, which is a research and development institute, is comprised of

researchers, engineers, scientists, and a sprinkle of support staffers like accountants, human

resources workers, and facility managers. Although considered a matrix organization, we are

heavily projectized with our work. Each employee is hired to work on a particular project

because they have experience in that area. After the project is completed, many employees have

to search for another project to work on in order to continue working. A job rotation program

will allow workers to gain a better understanding of what type of work is being done in other

areas of the organization, thus allowing them the opportunity to prepare for ending projects by

securing work on projects in other areas of the organization.

Learner Analysis

Although the job rotation program will be available to all employees, the intended

audience will be the employees who work on projects only. These employees include both men

and women whose titles include engineers, scientist, and researchers. The learners will have

completed a high level of education beyond an undergraduate degree. Participants should have

completed at least one year of employment with the organization and have a desire to remain

employed here. They should be successful in their current role and enjoy hands-on learning.

Environmental Analysis

Within this matrix organizations, the employees are divided into two groups, research

faculty and staff. Because this is research and development organization within a university

setting, many of the current technologies and facilities are not high tech due to lack of funding to
FINAL PROJECT 4

address these areas. Therefore, during the job rotation, the participants will be encouraged to use

the equipment and other resources currently available to them. My key stakeholders are the

research and development directors, the HR leaders, and the employees within the organization.

The main focus for stakeholders will be marketing, promotion, as well as support for the

program, as past programs have not been successful due to lack in these areas.

Task Analysis

Participants in the job rotation program will need to follow certain steps in order to

participate. These steps include:

1. Complete an electronic acknowledgment of understanding the program

requirements

2. Meet with the program administrator, their manager, and the rotation supervisor to

go over the rotation schedule, rotation duties, and other logistics

3. Complete the job rotation

4. Lastly, present information what was learned, barriers overcame while completing

the program, and any next steps in their professional development process.

The final presentation will be attended by the program administrator, the employees’

manager, and the rotation supervisor. This will be the opportunity for the employee to reveal the

return on investment that the program stakeholders need to know. This will also be an

opportunity for the participant to mention provide feedback on the program, which will assist me

in improving the program over time.

Situational Analysis

Because the main participants work on projects and their salaries are paid mostly from

project funding (similar to how lawyers are paid), I will need to secure a project number for
FINAL PROJECT 5

participants to use while participating in the program. I plan to present to leadership, explaining

the benefit of implementing a job rotation program. The goal is to have a designated charge

number, along with a budget for the program. Historically, programs like this one have not had

an assigned program, which makes his task a major challenge for me. Another challenge will be

to encourage managers to support the program and to not view it as a way for employees to leave

their teams. This will be an opportunity for employees to remain with the organization because

they will envision career variety and professional growth.

Media/Technology Analysis

For this project, there will be minimal technology used, outside of the completion of an

electronic program requirements acknowledgement. The other technologies used will be related

to equipment already being used on projects that participants will rotate to. This equipment

could change each rotation. With that being said, the program acknowledgement will be created

using Qualtrics. Qualtrics is an online survey software that is licenses to be used throughout my

organization.

Analysis Summary

In conclusion, traditional wisdom is that planning and analysis are very important and the

more there is in a project, the more successful the project will be. Time spent on these activities

will reduce risk and increase project success. On the other hand, inadequate analysis and

planning will lead to a failed project (Serrador, 2012). I now have a clear understanding of why

this project is important and who will benefit from the success of the project. When analyzing

this project, I was able to pinpoint all areas that should be addressed early on and therefore I can

plan for a successful project that aligns with the goals of the organization.
FINAL PROJECT 6

Project Two: Design

The second ADDIE stage is Design. The goal of this stage is to create the structure of the

course. It can take the form of something as simple as a storyboard accompanied by some

sketches, or as elaborate as a detailed plan, full of descriptions and schematics. Whatever form it

takes, the layout of a course usually includes the descriptions of the main topics the course will

cover and goals it sets out to achieve, as well as short descriptions of pages’ contents and a

general idea of what the navigation and the user interface will look like. At the conclusion of this

stage you should have on your hands a handy document you will use during the development

stage, one that will contain the answers to the most questions course developers may have

(Treser, 2015).

For my project, I will create a job rotation program for all organizational employees

located on campus who are interested in gaining experience by working in other areas of the

company. These work arrangements will take on many forms, including job shadowing and

hands-on work assignments. The length of each rotation assignment will range from four to six

weeks. During the Analysis Phase, I plan to use one-on-one conversations, focus groups, and

online surveys to determine what is most important to employees, as it pertains to creating a

program like this. The analysis phase is used to ensure that everyone understands the vision of

the project; it also defines a clear scope. This will help with decisions on “nice-to-have” features

that may be mentioned along the way but that may not be necessary to meet your initial project

goals (Solutions, 2016).

For this second project paper, however, I will review several important areas of the

design and development process. Within each area, I will be able to fully review how to ensure

that I have covered all bases during this phase of the project. This, in essence, makes the process
FINAL PROJECT 7

a more focused, effective, and efficient process. Winston Churchill once said, “Let our advance

worrying become advance thinking and planning” and this statement flows along with my

thoughts about ensuring that the design phase is thoroughly noted.

Development Schedule

Action Timeframe Phase of ADDIE

Conduct focus group 2 days Analysis
Determine learning goals & 3 days Development
objectives
Create Storyboard 3 days Development
Develop Storyline course 2 weeks Development
Course testing in LMS 3 days Development
Uploaded to LMS 1 day Implementation
Gather & compile feedback 4 weeks Evaluation
from participants via
embedded course survey

Course Learning Objectives

Upon completion of this course, learners should be able to:

1. Define job rotation

2. Identify the types of rotation options available

3. Outline the four steps involved in completing the Job Rotation Program.

4. Justify how participating in job rotation will broaden organizational knowledge about the

type of work being completing within each lab.

5. Determine whether participating in the Job Rotation Program will be beneficial to their

professional development needs.

Lesson Structure

For this course, the topics covered will include the following:
FINAL PROJECT 8

1. Introduction to Job Rotation – This topic will include a detailed definition of job

rotation, along with some examples of how and why many successful

organizations have implemented this type of program into their professional

development programming.

2. What Does It Look Like? – This topic will go over the program options, explain

what a typical schedule looks like for a participants, and discusses the time

commitment that a participants must give to the program in order to be successful.

3. What are the Benefits? – In this section, the program benefits will be discovered

through the use of examples of other successful participant stories. There will be

three examples given to show how participants from varies areas of the

organization can benefit.

This area is sequenced this way because the participants must first learn what is the

program, how it flows, and then they must be able to see themselves benefitting from this

program. They will then be able to fully understand what is in it for them (WIIFM).

Activities

The activities that I plan to use in this training include the following:

5. Polling – This activity will be used to determine who is familiar with this type of

program and those who are hearing about it for the first time. This can also be

used as an assessment to gauge the preliminary knowledge of potential program

participants.

6. Audio and Video – These will be used to show examples of job rotation

participants who have successfully completed a program. They will tell their
FINAL PROJECT 9

stories through these mediums and the learner will be able to make an informed

decision about the program benefits.

7. True or False Questions – Throughout the training, learners will be given a total

of three true/false questions that will focus on previously discussed information.

These will be incorporated as knowledge checks to encourage information

retention.

Assessment

In order to assess the learning outcomes, I will use the activities discussed in the

previous section, as well as feedback from the program participants. Part of the process of being

in the program will include completing an application stating how the program will benefit the

employee. This is how the ROI will be measured, as well as the learning assessed. The

proposed e-learning course will offer ways for the learner to identify and then note information

about the many participation benefits. One benefit may be that the employee learn how their

assigned work impacts the organization in a positive way. This will encourage them to want to

contribute in other ways. An employee could also learn about other areas within the organization

where their skill set is a great fit, thus contributing to the retention of skilled employees who may

be bored with their current role.

Implementation

Success implementation of the job rotation program course will not require a pilot testing

of the course material, only a mock training session with the training team. This will allow other

skilled trainers to have the opportunity to offer advice on how to engage the learner, or possibly

cover an aspect of the program that they deem important to the general employee population. I
FINAL PROJECT 10

will deliver the mock training session beginning with an introduction of the topic. Because of the

hectic training schedule this month, the mock session will mostly likely take place on one Friday

morning closer to the end of the month. This will allow time for corrections and suggestions to

be incorporated into the course prior to the first real course presentation in September.

Evaluation

Since the job rotation course will be classroom based, I plan to implement a level one

summative assessment at the end of the course and knowledge checks throughout the course. I

am looking for course feedback that focus on how the learner felt about the delivery of the

information, if it was clear and understandable, and how I could improve the course. The

knowledge check, on the other hand, will be included to check short-term information retention

and general understanding of the material. I will be able to determine the results of a level two

evaluation by observing whether or not the participants enroll into the program. This will tell me

if they see value in the program and want to benefit from it by participating in the program.

Implementing a level three evaluation should be easy to do. Those participants that enroll into

the program will be evaluated via observation and possibly an interview with them and/or their

managers separately. The challenge would be the timeline for a level four evaluation, as I would

need to gauge the organizational impact over time, possibly a year or more. Here is an example

of a proposed level one evaluation for this course:

Objectives
This program met the stated objectives of: Rate each statement from low (1 =
Poor) to high (5 = Excellent)

1. Understanding what is job rotation.

1 2 3 4 5
2. Identifying The benefits of joining the program.
1 2 3 4 5
3. Listing the steps involved in joining the job rotation
1 2 3 4 5
program.
Instructor
1 2 3 4 5
1. Knowledgeable in content areas
1 2 3 4 5
2. Clarified content in response to questions
FINAL PROJECT 11

Summary

Creating a job rotation course that will have a positive impact on the organization and the

employees, affecting the retention and job satisfaction rates in a positive way, is my ultimate

goal. In doing so, I am taking the steps to ensure that the resulting course will be sound and

effective in the effort to address the selected goals. Using the ADDIE Model as a guide, I have

taken a thorough analysis of the organizational needs as a whole, developed a schedule, and

created clear course objectives to ensure a successful transfer of knowledge to the learner. After

a modified presentation given to the training team, I plan to incorporate any advice, feedback, or

suggestions given by my peers. Lastly, once the course is implemented, the learners will have

the opportunity to evaluate the course and material using Kirkpatrick’s Level One evaluation

standards. The evaluation data will be reviewed for any immediate, short term course

improvements. This course will be a success, causing the organization to benefit greatly.
FINAL PROJECT 12

References

Solutions, J. (2016). The Analysis Phase of a Project: An Important Piece of Any Microsoft

Dynamics GP Implementation - ERP Software Blog. [online] ERP Software Blog.

Available at: [Link]

piece-microsoft-dynamics-gp-implementation/ [Accessed 9 Jul. 2018].

L Serrador, P. (2012). The importance of the planning phase to project success. Paper presented

at PMI® Global Congress 2012—North America, Vancouver, British Columbia, Canada.

Newtown Square, PA: Project Management Institute. ast.

WordPress Page: [Link]

Solutions, J. (2016). The Analysis Phase of a Project: An Important Piece of Any Microsoft

Dynamics GP Implementation - ERP Software Blog. [online] ERP Software Blog.

Available at: [Link]

piece-microsoft-dynamics-gp-implementation/ [Accessed 9 Jul. 2018].

Treser, M. (2015, August 24). Getting To Know ADDIE: Part 2 - Design. Retrieved July 22, ,

from [Link]