Donald Kirkpatrick coined this model in 1975 and it could most probably be outdated. He talks about the four levels of evaluation of a course: Level1: Reaction- Observe and record learner reaction to a training. Level2: Learning- The extent to which learners change attitudes, increase knowledge, and/or increase skills. Level3: Behavior- The extent to which change in behavior occurs on the job. Level4: Results- The final outcomes that occur as a result of training. find this interesting though not surprising as the levels seem to be quite obvious. Some additional links. MORE >>

IDCI Session Highlights Today's IDCI session by Abhinava (Twitter ID: @Abhinava ) was extremely thought provoking for me. The topic of discussion, LH Theory (Love-Hate Theory) triggered on a lot of thought on how to be sensitive to the learner and use 'love' to design courses. To know more about the session go to twitter and search with the hash tag #IDCI. The session highlighted the need to be sensitive to the learner needs more holistically. At the same time, the session compared two modes of creating learning; Love and Hate. The session also emphasized on when to use each mode of learning. MORE >>

Finally, we have a community in India exclusively for Instructional Designers. great initiative by Ram, Rupa and some other Instructional Designers, to bring together this community and collectively function as an organized body. The ID Community had their first successful meetup at Bangalore last month. You can join their community in LinkedIn to learn about their activities. They have also. MORE >>

I worked with a company that created aviation training and my transition to software technical training was met with several challenges. For one thing initially I did NOT understand the products by just reading up ILT and documentation. We started with conversion courses that put me into the comfort zone. Converting ILT to WBT was the perfect thing for someone like me with no prior experience in. MORE >>

The language for technical courses should be fairly simple, straightforward and formal, as the content is most often action or task oriented. few general guidelines to write for such content are: Don't use irrelevant jargon to decorate your conversation. Doing such things will not help engage the learner, but distract his focus from the objective. Instead use short but relevant scenarios and examples that help the learner relate to their job. Relevance is a great attention grabber. Look up the master list of users, and assign the users to their roles using the User Administration tab. MORE >>