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Результаты поиска “Course instructional evaluation plan” за 2015
Curriculum Design Part 1: The High-Level Planning
 
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A series on using visual thinking to plan out your curriculum. Getting Started with Sketchnoting (Free Download): http://geni.us/Wo6w Show notes for this video: http://geni.us/pJ6BH3Y My name is Doug Neill and I'm passionate about creativity. I teach a skill called sketchnoting (also known as visual note-taking and graphic recording), which for me is a gateway to doing better work. Check out the resources below for more info. ** Resources ** An Introduction To Visual Note-Taking: http://geni.us/DFJw0 Sketchnoting In The Classroom: http://geni.us/0jlmV How To Make Sketchnote Videos: http://geni.us/uzXlBq Learn In Public: http://geni.us/SdNM9 The Verbal To Visual Community: http://geni.us/tyI2N8a **Social** Facebook: http://geni.us/y12DR Instagram: http://geni.us/5z1bT7a Twitter: http://geni.us/KwC9yL
Просмотров: 89970 Verbal To Visual
How To Build A Training Plan - ADDIE Model Analyze, Design, Development, Implementation, Evaluation
 
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http://bit.ly/BecomeBetterTrainer (This Is An Affiliate Link, So I Can Make Money If The Visitors Purchasing The Product/Service) How To Build An Effective Training Plan - ADDIE Model Analyze, Design, Development, Implementation, Evaluation
Просмотров: 2175 M Ridwan
Implementation and Evaluation of Educational Technology | MITx on edX | Course About Video
 
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Take this course for free on edX: https://www.edx.org/course/implementation-evaluation-educational-mitx-11-133x ↓ More info below. ↓ Follow on Facebook: https://www.facebook.com/edX Follow on Twitter: https://www.twitter.com/edxonline Follow on YouTube: https://www.youtube.com/user/edxonline About this course This course provides a practical overview for selecting, implementing, and evaluating educational technology initiatives. Schools are recognizing the potential for technology to transform teaching and learning. However, bringing technology into the classroom in a productive way is easier said than done. How do educators and others decide what kind and type of educational technology to use in the classroom? Which stakeholders influence that decision? What factors determine the success or failure of educational technology initiatives? How do we determine if these implementations are successful? This course provides a practical overview for selecting, integrating, implementing, and evaluating educational technology initiatives in formal educational settings, primarily in the US. It will include the perspectives of stakeholders that make such initiatives possible, and consider how to evaluate for efficacy. The audience for this course includes current and future teachers, entrepreneurs, developers, practitioners, and leaders in educational technology. Through four units over seven weeks, participants will develop an awareness and understanding of the “ecosystem” surrounding the implementation of educational technology in a formal educational setting. Participants will work towards creating a final project that synthesizes the main ideas from the course.
Просмотров: 9703 edX
Blooms  A Tool for Planning, Learning, and Evaluating
 
01:00:51
Bloom's taxonomy was developed in the 1950s and is still an essential tool for curriculum development. In this webinar, we will examine how you can use the levels in Bloom's for course alignment. When your objectives, teaching strategies, and evaluations are aligned, both you and your students will benefit. By the end of this webinar, you will be able to -Identify the levels in Blooms -Recognize how activities at different levels can affect learning -Review your course for alignment
Просмотров: 488 AHIMAonDEMAND
Kirkpatrick's 4 Levels of Evaluation
 
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How can you evaluate a training course? Dr. Donald Kirkpatrick was a university professor and former President of the American Society for Training and Development (ASTD). He’s known for creating the 'Four Levels' model for training-course evaluation. His Four Levels of Evaluation was designed as a sequence to evaluate training programs so organizations don't spend time or money on training that doesn't provide a worthwhile return. The first level of evaluation is REACTION: This level measures how favorably the trainees reacted to the training. Here, the trainees evaluate the instructor, the material, its presentation and the venue. Level two is LEARNING: This level measures what the trainees have learned.The trainer would measure these parameters against the learning objectives. Level 3 is BEHAVIOR: At this level, the trainer evaluates the trainees to see if they’ve changed their behavior based on the training when they’re back on the job. Specifically, it looks at how trainees have applied the information they've learned. Level four is RESULTS. At this level, the trainer analyzes the final results of the training by measuring the outcomes.These outcomes are measured against any criteria that the organization has determined would be good for the business, for the employees and for the bottom line. By analyzing each of these four levels, a trainer can gain a thorough understanding of how effective the training was and how it can be improved in the future.
Просмотров: 16242 The Daily Project Manager
Learn How To Build An Effective Training Plan, & Perform Training Needs Analysis Use The ADDIE Model
 
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http://bit.ly/BecomeBetterTrainer Learn How To Build An Effective Training Plan, and Perform Training Needs Analysis Use The ADDIE Model. This course is about mastering an important training and development framework: the ADDIE Model (Analyze, Design, Development, Implementation, Evaluation). Tested by time and millions of students, mastering this simple system will make you a better trainer. You will learn about all aspects of corporate training, including the front-end training needs analysis, and identifying effective strategies for course design and development. And, you will also study various ways to deliver training and to accurately evaluate the impact that training programs have on a company's bottom line. You will follow this very simple course structure to learn: Training plans Training needs analysis Curriculum development Training methods Training evaluation On completion, you will be able to respond to problems that may arise in the absence of top-level management support for training, build an effective training plan, and perform training needs analysis. You will be able to use the ADDIE model, understand the characteristics of the adult learner and accommodate differences when delivering training. And, you will also be able to recognize when to use traditional methods of delivering training and when to use technology-based, blended learning, or on-the-job methods of training. And this is not all. You will practice Kirkpatrick's four levels of evaluation and determine whether a training effort was a good return on investment. The course will take 2 hours to finish, maybe more if you also choose the optional project, and includes video lectures, practical examples, exercises and quizzes. So, if you are looking to become a trainer, or a better trainer this course is for you. And it's easy to enroll. Just press the "Take This Course" button and you are in. Or, if you are not yet sure try the preview option, and then decide. What are the requirements? Prepare the materials that you intend to use as a foundation for a potential course What are you going to get from this course? Over 26 lectures and 2 hours of content! Respond to problems that may arise in the absence of top-level management support for training, build an effective training plan, and perform training needs analysis. Use the ADDIE model, understand the characteristics of the adult learner and accommodate differences when delivering training. Recognize when to use traditional methods of delivering training and when to use technology-based, blended learning, or on-the-job methods of training. Use Kirkpatrick's four levels of evaluation and determine whether a training effort was a good return on investment. What is the target audience? Corporate directors of learning, education managers and executives involved with learning and development at the organizational or departmental level within an organization. Education professionals, adult education specialists, vocational trainers and students seeking an academic career. Enroll ADDIE - Training and Development Professionals' Guide Course Here: http://bit.ly/BecomeBetterTrainer For More Video Uploads In The Future Please Subscribe To This Youtube Channel by Clicking Subscribe Button Below! and Don't Forget To Giving Your "LIKE" For This Video! Please Click LIKE Button Below! Thanks For Watching The Video! See You Next Time! Note: All The Links In The Video Description Are Affiliate Links, So I Can Make Money If Visitor Purchase The Products!
Просмотров: 3330 Ridwan Revanzya Reyza
Teaching Methods for Inspiring the Students of the Future | Joe Ruhl | TEDxLafayette
 
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Collaboration. Communication. Critical thinking. Creativity. - Should be present in all classrooms. Joe Ruhl received his bachelors and masters degrees at Purdue University and he has been sharing the joys of biology with kids for 37 years. He presently teaches Biology, Genetics, and Science Research courses at Jefferson High School in Lafayette, Indiana. Joe and his wife Gail have two children and two grandchildren. The National Association of Biology Teachers named Joe Ruhl the Outstanding Biology Teacher of Indiana in 1987. In 1988 he was awarded a Golden Apple Teaching Award by the Lafayette, Indiana Chamber of Commerce. In 1989 he was honored at the White House as Indiana’s recipient of the Presidential Award for Excellence in Science Teaching. In 1996 he received the Purdue University College of Science Distinguished Alumnus Award for Excellence in K-12 Science Teaching. In 2004 he was awarded the Purdue College of Education’s Crystal Apple Teaching Award. And in 2012 he was honored with the Shell National Science Teaching Award. This talk was given at a TEDx event using the TED conference format but independently organized by a local community. Learn more at http://ted.com/tedx
Просмотров: 1002446 TEDx Talks
TalkTools  |  Speech Clarity Evaluation for Therapy Planning: Bilabial & Tongue-Tip Sounds
 
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The latest addition to the TalkTools® Continuing Education library is a collection of 11 new on-demand videos featuring Oral Placement Therapy (OPT) assessments on 11 patients that vary in age and diagnosis. Each video features an initial OPT evaluation with a program plan, and a four month follow-up evaluation with a program plan update conducted by TalkTools® founder Sara Rosenfeld-Johnson, MS, CCC-SLP. This clip is from the Bilabial & Tongue-Tip Sounds video featuring Amelia. This course qualifies for 0.30 ASHA CEUs, and is available now at www.talktools.com.
Просмотров: 7012 TalkTools
TalkTools  |  Speech Clarity Evaluation for Therapy Planning: Motor Planning with Dysarthria
 
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The latest addition to the TalkTools® Continuing Education library is a collection of 11 new on-demand videos featuring Oral Placement Therapy (OPT) assessments on 11 patients that vary in age and diagnosis. Each video features an initial OPT evaluation with a program plan, and a four month follow-up evaluation with a program plan update conducted by TalkTools® founder Sara Rosenfeld-Johnson, MS, CCC-SLP. This clip is from the Motor Planning with Dysarthria video featuring Jason. This course qualifies for 0.35 ASHA CEUs, and is available now at www.talktools.com.
Просмотров: 10005 TalkTools
TalkTools  |  Speech Clarity Evaluation for Therapy Planning: Transitioning from OPT to Speech
 
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The latest addition to the TalkTools® Continuing Education library is a collection of 11 new on-demand videos featuring Oral Placement Therapy (OPT) assessments on 11 patients that vary in age and diagnosis. Each video features an initial OPT evaluation with a program plan, and a four month follow-up evaluation with a program plan update conducted by TalkTools® founder Sara Rosenfeld-Johnson, MS, CCC-SLP. This clip is from the Transitioning from OPT to Speech video featuring Marissa. This course qualifies for 0.30 ASHA CEUs, and is available now at www.talktools.com.
Просмотров: 25759 TalkTools
Evaluate training (ADDIE)
 
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Evaluate feedback to determine the significance of instruction. Survey reactions, learning, behavior, and (organizational) results. Provide variance for likert scale questions.
Просмотров: 409 Janette De La Rosa Ducut, Ed.D.
Assessment Planning: Why, When, What? - Assessment Workshop 1
 
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May is assessment month at the EDC. In this first of four sessions, EDC instructional designer Maristela Petrovic-Dzerdz will tackle the fundamentals of this complex topic from a course design perspective, while answering the following questions: Why assess? When in the process of course design should we design assessment? What should we consider when designing assessment? When in the course should we perform assessment and for what purpose? What type of learning should we assess? What to assess?
Просмотров: 3073 videoedc
Using Data for Meaningful Classroom Change
 
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This course provides teaching professionals with the strategies and tools needed to systematically evaluate and analyze student data, and subsequently implement and monitor action plans in order to improve student performance. Educators will learn a structured process for the ongoing investigation of data that focuses on collaborative inquiry. Explore the phases of data analysis using multiple sources of data including aggregate, disaggregate, item data, and student work.
Просмотров: 5143 PCG
3. What is pre-evaluation?
 
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In our third video we will learn about the process of Pre-evaluation for the WORLDCOB 2011.2 CSR Corporate Social Responsibility Certification.
Просмотров: 578 worldcob
The MA Educator Evaluation Framework: Implementing the Plan
 
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Members of ESE's Teacher and Principal Advisory Cabinets describe the purpose of and process for completing Steps 3 and 4 of the 5-step evaluation cycle, Implementing the Educator Plan and Formative Assessment/Evaluation, including how this step connects to the rest of the cycle. Various forms of evidence are described. View MP4 http://www.doe.mass.edu/edeval/resources/eff/Framework-ImplementPlan.mp4
Просмотров: 842 Massachusetts DESE
ADDIE: Training and Development Professionals' Guide - Training Processes and Plans
 
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Full course: https://www.udemy.com/master-addie-model-become-better-trainer/?couponCode=ADD09 Although organizations' training needs differ, a formal five-step training process should be followed: determine training needs, design the training program, deliver the training, evaluate the training, and finally, monitor and measure outcomes. Training Process determine training needs The first step in the process is to determine training needs using needs analysis and by verifying and clarifying expressed needs through surveys and interviews. Learning and development managers then need to propose a training program and gain approval and funding for it. design the training program Once you understand the training needs of the organization and have the initial approval, you can design the training program to meet these needs. This step includes determining what participants, content, measurements, delivery sequence, delivery methods, facilities, media, and instructors are appropriate and setting a schedule for the training program. deliver the training Once the training program has been designed, you deliver the training, ensuring that all logistical issues have been considered and addressed. evaluate the training After delivering the training, you need to evaluate the training to ensure that it has met its instructional goals, that results have been improved, and that the expected outputs are being produced. monitor and measure outcomes On an ongoing basis, you need to monitor the outcomes of the training, measure the return on investment (ROI), and ensure that any gains from the training are maintained. Because training can be expensive and because it should help an organization meet its strategic targets, the training plan needs to be thorough and feasible. How formal this document should be is dependent on the size and culture of the organization. Training Elements Effective training plans should contain the following elements: challenges and opportunities and strategies of the organization, training's strategic goals and objectives, how work and jobs are designed, organized, and managed, competencies required to reach organizational objectives, training system required by the organization and what it will look like in the future, and resources and ROI expectations. Full course: https://www.udemy.com/master-addie-model-become-better-trainer/?couponCode=ADD09
Просмотров: 1787 Sorin Dumitrascu
Training Delivery & Evaluation Course
 
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Training Delivery & Evaluation Course http://www.trainthetrainercourses.ie/training-delivery-evaluation-course/
Просмотров: 870 Professional Development
ORGANIZATION AND PLANNING OF ADULT EDUCATION
 
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The U.S. Sergeants Major Academy is the Executive Agent for Non Commissioned Officers Education. The U.S. Army has led the way in the development of critical thinking educational teaching techniques. Many institutes of higher education have adapted the military's organization and planning techniques for Adult Education as their learning curriculum. The U.S. Army Battle Staff NCO Course is based on a systems approach to training. The NCO Course is taken as a whole, incorporating all of its parts and aspects, including the students, the facilitators, the curriculum content, the instructional methods, the instructional strategy, the physical environment and the evaluation of instructional objectives. Copyright © 2014 Linda S. Restrepo All Rights Reserved
Просмотров: 329 U2BEVideoAds
An Introduction to the Instructional Improvement Cycle: A Teacher's Toolkit
 
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REL Central’s new toolkit developed in collaboration with York Public Schools in Nebraska, provides teachers with a process and tools to deliberately study a single classroom teaching strategy. The toolkit includes a preprogrammed spreadsheet that determines the significance of test results between classes taught with and without a new instructional strategy. Two guides offer information on how teachers can plan their comparison of classrooms, reflect on their results, and consider adjustments to their instruction. The content of these videos does not necessarily reflect the views or policies of the Institute of Education Sciences or the U.S. Department of Education, nor does mention of trade names, commercial products, or organizations imply endorsement by the U.S. Government.
Просмотров: 539 Institute of Education Sciences
The MA Educator Evaluation Framework: Summative Evaluation
 
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Members of ESE's Teacher and Principal Advisory Cabinets describe the purpose of and process for completing Step 5 of the 5-step evaluation cycle, Summative Evaluation, including how this step connects catalyzes an educator's next Self-Assessment. View MP4 http://www.doe.mass.edu/edeval/resources/eff/Framework-SummativeEval.mp4
Просмотров: 426 Massachusetts DESE
Let them Teach
 
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Evaluation and Measurement is a 14-week course that focuses on evaluating and measuring the layout, instructional design, and learning outcomes of online courses and programs, as well as student feedback, for the purpose of improvement. Participants will learn about the criteria involved in evaluating online courses. They will use action research to evaluate and measure their online learning courses and programs. Participants will be introduced to blended and fully online courses, action research projects including problem statements and purpose of evaluating online courses, literature review, research design, data collection, data analyses, oral presentations, and written reports so they can evaluate their online courses. Join the course: http://mofetinternational.macam.ac.il/itec/academy/ActivePrograms/ICT/courses/Pages/Evaluation-and-Measurement.aspx
Просмотров: 48 Nellie Deutsch - Ed.D
Overview of how to create training
 
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An overview of how to create training following educational theory. Apply backwards design in creation of instructional materials, incorporate adult learning principles when delivering courses (andragogy), and follow instructional models to ensure educational initiatives are comprehensive (ADDIE).
Просмотров: 144 Janette De La Rosa Ducut, Ed.D.
Instructional Design Process
 
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This video is about IDT Process
Просмотров: 54 Alexa Franklin
The Five Levels of Training Evaluation
 
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Session Overview By the end of the webinar, you will be able to: -Explain the importance of effective evaluation in developing successful job-related training -Explain the five levels of training evaluation (reaction, learning, behavior, results, and ROI (Return on Investment) -Identify the benefits and limitations of each level -Identify transfer of learning strategies -Identify ways to link your training programs to strategic efforts Presenter: Joan Strohauer, Education Programs Consultant, CalHR Joan Strohauer is currently an Education Programs Consultant with the California Department of Human Resources (CalHR). In this capacity, she oversees California's Virtual Training Center. Prior to joining CalHR, Ms. Strohauer worked for six years at the California Department of Education as an Education Programs Consultant in the Charter Schools Division and as a Training Manager in the Personnel Division. She also previously worked on the HR Modernization Project team. As a Senior Training and Development Specialist for twenty years at the Defense Logistics Agency (DLA) and the US Office of Personnel Management (USOPM), she managed all aspects of the employee development function, specializing in new program development, needs assessment, and training evaluation. At DLA, she spearheaded the development of a leadership program attended by over 800 employees that was awarded the DLA national Business Reengineering Champion Award. For Certificate of Completion, please visit the following link: http://www.calhr.ca.gov/Documents/training-certificate-of-completion.pdf If you have any questions, please contact training@calhr.ca.gov. Phone: (916) 445-1547
Просмотров: 5852 California Department of Human Resources
Evaluation Of Teaching By Dr PK Tulsi
 
01:30:47
Просмотров: 112 NCTEL
Instructional Systems Design: An Overview
 
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In this webinar you will be introduced to the five steps of Instructional Systems Design: -Analyze -Design -Develop Implement -Evaluate Presenters: Joan Strohauer, Education Programs Consultant, CalHR Joan Strohauer is currently an Education Programs Consultant with the California Department of Human Resources (CalHR) and was formally part of on the HR Modernization Project. In this capacity, she oversees California's Virtual Training Center. Prior to joining CalHR, Ms. Strohauer worked for six years at the California Department of Education as an Education Programs Consultant in the Charter Schools Division and as a Training Manager in the Personnel Division. As a Senior Training and Development Specialist for twenty years at the Defense Logistics Agency (DLA) and the US Office of Personnel Management (USOPM), she managed all aspects of the employee development function, specializing in new program development, needs assessment, and training evaluation. At DLA, she spearheaded the development of a leadership program attended by over 800 employees that was awarded the DLA national Business Reengineering Champion Award. TS Hamilton, Training Liaison, CalSTRS TS Hamilton is a well-rounded trainer with a solid background in technology services who currently serves as the training liaison for Enterprise Initiatives and Technology at CalSTRS. His initial foray into the training world came as a security forces member in the US Air Force. TS was tasked with training and testing the peacekeeping and public safety abilities of airmen who were new to his unit. This training encompassed a large amount of knowledge, as well as situational awareness and physical confrontation scenarios. Upon separating from the Air Force, TS worked in the private sector aiding multiple businesses with their on-boarding process in addition to contributing to each company's on-the-job training program. He gained a majority of his technical and practical knowledge while working for these various companies. TS was enrolled in the teacher credentialing program at Sacramento State where he learned the bulk of his knowledge about learning principles while completing his preparation work. As a graduate of Sacramento State with a B.A. (History) he is currently pursuing his M.A. (Ancient Near Eastern Civilizations). For Certificate of Completion, please visit the following link: http://www.calhr.ca.gov/Documents/training-certificate-of-completion.pdf If you have any questions, please contact training@calhr.ca.gov. Phone: (916) 445-1547
Просмотров: 2181 California Department of Human Resources
ADDIE model
 
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Просмотров: 4044 Adlin Astridiani Juistha
Faculty evaluation tips - Margaret Milner
 
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MacEwan University's 2015 Distinguished Teachers read some of their best and worst faculty evaluations — and give tips about what feedback they need from their students. In this video, nursing assistant professor Margaret Milner wants to see students be brave. Chasin' It by Audionautix is licensed under a Creative Commons Attribution license (https://creativecommons.org/licenses/by/4.0/) Artist: http://audionautix.com/
Просмотров: 189 MacEwan University
What the heck is ADDIE?
 
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Since IECA is constantly attempting to improve the quality of our education products, we are introducing our instructors to the ADDIE model. ADDIE has been a model for training institutions for over 60 years. It adequately trains individuals to do a particular job and which can also be applied to any interservice curriculum development activity. The model is a generic and systematic step-by-step framework used by instructional designers, developers and trainers to ensure that course development and learning does not occur in a haphazard, unstructured way. It's designed to ensure that the students will achieve the goals of the courses by focusing on their needs. It also guides the instructors in the design and development of training content and materials. Finally, for the organization, it assists in evaluation of effectiveness of the training program using processes with specific, measurable outcomes. Welcome a new acronym to our association....ADDIE.
Просмотров: 262 International Erosion Control Association
Quality Online Course Series: Learning Objectives & Assessments
 
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In an online course, it is important for students to know the goals of the course and how they will achieve them. Clear learning objectives establish a foundation upon which the rest of the course is built, and assessments evaluate student progress in achieving those objectives. In this online workshop offered 2/13/15, you will learn to write student-centered module-level learning objectives that align to course-level learning objectives, to design assessments that measure the stated learning objectives, and to establish clear policies and criteria for grading.
TalkTools  |  Speech Clarity Evaluation for Therapy Planning: Lip Rounding & Tongue Mobility
 
01:03
The latest addition to the TalkTools® Continuing Education library is a collection of 11 new on-demand videos featuring Oral Placement Therapy (OPT) assessments on 11 patients that vary in age and diagnosis. Each video features an initial OPT evaluation with a program plan, and a four month follow-up evaluation with a program plan update conducted by TalkTools® founder Sara Rosenfeld-Johnson, MS, CCC-SLP. This clip is from the Lip Rounding and Tongue Mobility video featuring Miles. This course qualifies for 0.25 ASHA CEUs, and is available now at www.talktools.com.
Просмотров: 5734 TalkTools
TalkTools  |  Speech Clarity Evaluation for Therapy Planning: Speech/Motor Planning Disorder
 
01:25
The latest addition to the TalkTools® Continuing Education library is a collection of 11 new on-demand videos featuring Oral Placement Therapy (OPT) assessments on 11 patients that vary in age and diagnosis. Each video features an initial OPT evaluation with a program plan, and a four month follow-up evaluation with a program plan update conducted by TalkTools® founder Sara Rosenfeld-Johnson, MS, CCC-SLP. This clip is from the Speech/Motor Planning Disorder video featuring Ian. This course qualifies for 0.30 ASHA CEUs, and is available now at www.talktools.com.
Просмотров: 14920 TalkTools
Evaluating Educational Technology
 
04:47
Physical Education
Просмотров: 137 Osvaldo Noriega
ADDIE: Training and Development Professionals' Guide - Benefits of Training Needs Analysis
 
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Full course: https://www.udemy.com/master-addie-model-become-better-trainer/?couponCode=ADD09 There is little point in teaching people what they already know. In business, it is not only a waste of scarce resources, but it also lowers employee morale. A training needs analysis is an important first step toward the development of the training plan because it helps to identify real training needs. And, some businesses don't adequately differentiate between training wants and needs. Training Gaps A training need is a gap between what the skill or knowledge level is and what it should be for employees to carry out their work competently. A good needs analysis is able to distinguish between training wants and needs by identifying gaps between current levels of skill and knowledge and the levels of skills and knowledge needed to reach organizational goals. Training Needs Analysis This type of analysis also gathers information about the training's target audience and trainees' learning styles so that appropriate strategies for training can be selected. The frequency with which you should conduct training needs analyses depends on a number of factors including the size of the organization, the changing demands faced by the organization or industry, and the competitive or financial pressures that it faces. Often it is useful to run training needs analyses concurrently with, or immediately after, strategic planning cycles. Alternatively, organizations may need to carry out these analyses annually or on an ad hoc basis when the need arises. Training Situations Training needs assessments can be instigated in response to a variety of situations. Example - Automotive assembly plant For example, new equipment is being installed at an automotive assembly plant. Employees need to learn how to use this equipment and to follow new processes associated with the equipment. Additionally, the quality standards for the industry have recently been updated and the assembly plant employees need to incorporate new work processes. These two situations call for a training needs assessment. Full course: https://www.udemy.com/master-addie-model-become-better-trainer/?couponCode=ADD09
Просмотров: 2157 Sorin Dumitrascu
Quality Online Course Series: Course Content & Instructional Materials
 
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Once you have established objectives and the assessments to measure them, the next step is to create and/or curate course content and instructional materials to support the learning objectives. It is also important to clearly explain the purpose, source, and alignment of instructional materials. In this online workshop, you will learn about creating and curating course content from quality sources as well as communicating them to your students.
Editing Your Course Assessment Plan in Taskstream
 
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This video will demonstrate how you add and edit your course assessment plan in Taskstream.
Просмотров: 239 SUNY Canton IR
How to Align Objectives and Assessments in Your Course
 
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Dr. Stephanie Chasteen and others from University of Colorado Boulder address the importance of aligning your learning objectives and your assessment techniques. They go on the provide examples regarding how to effectively align learning objectives and assessment techniques.
Просмотров: 1716 CIRTL MOOC
Develop training (ADDIE)
 
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Develop engaging training materials by sequencing the learning experience. Assemble content with images, video, and text. Sequence learning following a pattern of (brief) content, assessment, and information in the form of feedback limited to unsuccessful passing of an assessment.
Просмотров: 238 Janette De La Rosa Ducut, Ed.D.
Continuous Comprehensive Evaluation CCE
 
19:53
Просмотров: 1746 NCERT OFFICIAL
ADDIE: Training and Development Professionals' Guide -  Promoting a Learning Environment
 
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Full course: https://www.udemy.com/master-addie-model-become-better-trainer/?couponCode=ADD09 To ensure quality and competitiveness in today's market, employees need both skills and insight into their work. In light of this need, organizations spend billions of dollars on training and education. Training and Education Although the following terms are often used interchangeably, they represent substantially different activities and goals: training and education. training Training is a subset of education and involves the acquisition of specific skill sets. For example, employees may be trained in using quality control tools and the quality processes that they should follow when carrying out specific tasks. education Education is the process of acquiring information and insight in a formal setting. It teaches people how to think rather than what to do. For example, education may involve learning about how teams behave in an organizational setting or the principles behind ethical practices. Learning Environment To support a learning environment you need to be aware of the importance of the training plan as it relates to budgetary issues, the need for the training plans to align with an organization's strategic plan the training process, the elements of an effective training plan, and the limitations of training plans. Perspectives and Processes As a trainer or manager, it is your responsibility to ensure that employees within the company have the capacity to follow procedures and continuously improve their performance. This generally requires both the education and training of employees in various perspectives and processes. Budgetary Considerations However, training is a significant budgetary consideration that is often vulnerable to budget cuts. Thus, the cost of training needs to be assessed against its potential benefits. Full course: https://www.udemy.com/master-addie-model-become-better-trainer/?couponCode=ADD09
Просмотров: 434 Sorin Dumitrascu
Instructional Technology Implementation Strategy
 
07:38
A strategy for decision makers who want to implement technology in the workplace
Просмотров: 42 Frances Aida
How To Design Your Own ESL/EFL Teaching Materials
 
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For more information about teaching in China please visit www.teacher-in-china.com
Просмотров: 5040 Teacher in China
Voices from the Field: Unit 3 Accountability - Teaching Quality Evaluation
 
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Voices from the Field: Unit 3 Accountability - Teaching Quality Evaluation We interviewed a number of urban education experts on their differing views on accountability. List of educational experts we interviewed: - Elaine Allensworth, Lewis-Sebring Director, University of Chicago Consortium on Chicago School Research - John Easton, Former Director, Institute of Education Sciences - Shayne Evans, Chief Executive Officer, University of Chicago Charter School - Tanika Island, Director, University of Chicago Teacher Education Program - Tim Knowles, John Dewey Director, University of Chicago Urban Education Institute - John Luczak, Partner, Education First - Orrin Murray, Director of Technology and R&D, UChicago Impact - Bill Olsen, Former Principal, Noble Network of Schools - Darren Reisberg, Former Deputy Superintendent/General Counsel, Illinois State Board of Education - Audrey Soglin, Executive Director, Illinois Education Association - Sue Sporte, Director of Research Operations, University of Chicago Consortium on Chicago School Research
Просмотров: 115 UChicago Online
ADDIE: Training and Development Professionals' Guide - Phases and Progression of a Needs Analysis
 
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Full course: https://www.udemy.com/master-addie-model-become-better-trainer/?couponCode=ADD09 The four phases of any training needs analysis process are Phase I – strategic analysis Phase II – preliminary and performance analyses Phase III – quantitative analysis Phase IV – analysis wrap up Phase I – Strategic Analysis Phase I – strategic analysis – provides a broad overview of the required training. This overview acts as the foundation for the analysis process. During this phase, you need to review the organization's strategic plan to ensure that the needs analysis is in line with the organization's strategic goals and objectives. Using the information gathered through the strategic plan review, you can determine the assessment parameters for the analysis. Issues to Identify During the strategic analysis phase, the following issues are identified: the organization's mission or philosophy, the business challenges facing the organization, the organization's vision and goals, and the available budget. the organization's mission or philosophy Organizational culture includes overt and implicit direction and philosophy around training. For example, a company may have a mission statement that stresses innovation, or quality, or safety. The statement may even specifically use phrases such as "creating a strong learning environment." By reviewing the organization's strategic plan, you should be able to infer the organization's mission and philosophy around training. the business challenges facing the organization Every organization's strategic plan identifies challenges that an organization faces. Training should be developed to help the organization meet these challenges successfully. For example, a manufacturer's current challenge is to reduce carbon dioxide emissions in line with new federal regulations. Thus, the training needs analysis should attempt to identify the organizational requirements needed to meet this business challenge. The strategic analysis should also identify challenges specific to training - for example, the difficulties in training a culturally diverse target audience. Full course: https://www.udemy.com/master-addie-model-become-better-trainer/?couponCode=ADD09
Просмотров: 245 Sorin Dumitrascu
HISTORY OF INSTRUCTIONAL DESIGN
 
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Просмотров: 418 Julie Alrai
What is SRSD? Researchers Explain
 
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https://SRSDonline.com Karen Harris: SRSD is not a curriculum or a full writing program. It's an instructional method that helps teachers develop strategies for writing and strategies for regulating. SRSD helps teachers understand the critical genre content that their students need to learn some very powerful self-regulation strategies, very powerful writing strategies. SRSD helps kids develop their own voice in writing, and in addition it directly addresses motivation for writing. It addresses beliefs about writing, why I have had trouble, what I need to do to be a better writer. They self-evaluate. They assess each piece they work on. They monitor their progress over time, and they see the changes that are happening in their writing and they then believe and understand that effort and learning are the keys to the progress that they are making. Steve Graham: Kids are expected to write, which is really critical. They're expected to plan. They're expected to draft, revise, and edit. They're given ownership for their writing, which I think is essential. They often work together as peers. When this is used, kids writing gets better. Karen: One of the first things we hear is, "My kids are having fun. My kids are having fun writing." We had teacher tell us just recently, I went and started writing and the kids got so excited. They said, "Can we just do the whole hour on writing today? Do we have to stop at 1:30?" The teacher was just blown away. Her kids had never asked to write longer before. One of my favorite all-time comments is the young boy who said to us, "Well, of course, I can write now. Somebody taught me how." I thought, okay, that puts it pretty clearly and it also helps put SRSD in context because many students feel at a loss, and they don't know how to start, and they need this sort of scaffolded support to master those strategies. Steve: One of the advantages for SRSD and other procedures that use modeling is you take something that occurs inside your head and you make it visible to kids, so you give them the ability to see what this looks like. Writing is a particularly difficult task and the thinking aspects of writing: planning, monitoring, evaluating, revising. Those places where you have to kind of bring in the heavy lifting cognitively. That's invisible to kids. It's not necessarily they can do exactly like you do but provides a model of how you go about doing stuff. Every time a kid produces something, they do a self-evaluation and they record it so that they can see their progress, and when they do that, we talk with them in our conferencing about effort and use of the strategies being the reason why they made that progress. A second is we often do stuff with peers giving feedback to each other, and third I've come to realize that feedback can be overdone. That it's a lot better to give a smaller amount that's very focused than a whole lot that can't be absorbed by kids and they don't have time to do it. Karen: We are not in any way presenting SRSD as a completed writing development project. SRSD is a beginning, not an ending. What we want teachers to do is get kids up on the playing field in the genre, in writing in general. Then, the teachers need to use their professional judgment, their creativity, all the other resources they have on hand to take the child or the adolescent further in writing, and that is something where teachers have to take the lead and build on the foundation that SRSD helps them set in their classroom. They all want their students to be writers. They care about their students. They're committed to their students, but they just don't have the toolbox in writing that they need. Steve: Sometimes you get very interesting comments from kids, particularly ones who struggle saying, "I just didn't think I could ever do this and I can now." It's nice when that happens. Karen: One young student, he said, "I used to have trouble getting things into words, but now with these strategies, I know how to get my words on paper."
Просмотров: 2468 SRSD Online
Using Teacher Evaluation to Change Teaching
 
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In this REL Mid-Atlantic Teacher Effectiveness webinar, participants became familiar with the research related to the use of teacher evaluations and they learned how various measures might be used to improve teaching. This webinar featured Courtney Bell, Ph.D., a former teacher and now a Senior Research Scientist at Educational Testing Service and the Understanding Teacher Quality Center. The content of these videos does not necessarily reflect the views or policies of the Institute of Education Sciences or the U.S. Department of Education, nor does mention of trade names, commercial products, or organizations imply endorsement by the U.S. Government.
Просмотров: 233 Institute of Education Sciences