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December 12, 2024
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7 Beispiele für das Unterrichtsdesign für Ihre nächste Schulung

Suchen Sie nach praktischen Beispielen für die Unterrichtsgestaltung, um eine Schulung zu formulieren? Hier sind sieben Beispiele, die Ihnen bei der Erstellung eines produktiven Lernplans helfen sollen.

7 Beispiele für das Unterrichtsdesign für Ihre nächste Schulung

In 1995, only 4% of organizations used online learning in their training programs, with most mentorship limited to printed manuals and in-person lectures. Fast-forward to today, and 90% of companies utilize e-learning to train their employees, from digital onboarding modules to remote compliance courses. 

But how can you ensure that your training course contains more than dry slides full of information? The answer is practical instructional design, the science of developing educational content to meet the needs of your audience. 

Here are 7 instructional design examples to help you revamp your plain-old training strategy into one that keeps your learners engaged. 

What is Instructional Design?

Instructional design is a systematic process of creating educational and training courses that ensure learners actually acquire and retain knowledge. This process involves a deep understanding of the audience and their learning preferences before designing a training plan. 

For this deep understanding, some of the key aspects that are considered are:

  • Who are they? Identify the audience's background and need to tailor content. 
  • What skill sets do they already have?Assess the learner's skill level to identify gaps that the training needs to address.
  • Why should they attend this training module?Clarify the purpose and value of the training, ensuring it aligns with the learners' goals.

Answers to these questions help instructional designers create a targeted and engaging learning experience that leads to company profitability. According to a global survey, companies are 17% more productive and 21% more profitable when they offer quality training.  

Satisfaction of employees with corporate training

Source: TalentLMS

A Guide to the Instructional Design Process

If you want to create a constructive training program, start with a well-defined instructional design process. This process lays the groundwork for your course and ensures that the final product meets the needs of the learners and achieves the desired objectives. 

For the instructional design process, most training professionals use the ADDIE model, which is based on Analysis, Design, Development, Implementation, and Evaluation. Let’s learn more about the instructional design methods before looking at instructional design examples. 

1. Analysis

In the first step, an instructional designer uses surveys and interviews to assess the existing knowledge of your audience and their learning preferences. Using these insights, they analyze the skill and performance gaps that the training needs to address.

These gaps may include a lack of critical thinking, data analysis (and CRM software) skills, or customer service skills. The learning environment and available resources are also evaluated to determine whether the training will be delivered in person, online, or through a hybrid approach. 

2. Design

According to 87% of online learners, e-learning makes it easier to retain information — which is one reason why more individuals are drawn toward online learning. However, to fully reap the benefits of distance learning, you need to utilize constructive instructional design examples. 

So, once you have a clear understanding of your audience’s needs, start designing the structure and outline of the training program. This includes setting SMART learning objectives examples to specify what learners will be able to do by the end of the course. 

For example, if your employees lack customer service skills, your learning objective could be to “achieve a 20% improvement in customer satisfaction ratings or reduce complaints by 15%”. 

Learners prefer online learning

Source: WeForum

3. Development

In the development phase, you create the learning materials based on the design plan and the best instructional design examples. Aim to add audio, video, and animation as they’re the most effective for learning compared to text-only material, a study suggests. 

The goal in this step is to align the content with the learning objectives set during the “design” phase. For example, if your goal is to improve customer satisfaction, create a simulation-based program to train the employees to handle different scenarios. Also, create a pilot version of the course to test its functionality by gathering feedback from learners. 

4. Implementation

Once the course materials are ready, the next step is implementation, where you roll out the training program. If you don’t have a reliable LMS to upload your content, research the best LMS platforms for corporate training. Then, pick the one that suits your company’s long-term objectives. After implementation, provide resources to assist learners during the course, including guides, FAQs, and helpdesks for extra support. 

5. Evaluation

William Shakespeare once said, “All’s well that ends well,” and the same applies to online training courses. To check if your investment bore fruit, assess your top key performance indicators KPIs for training and development. Analyze learner performance post-training, collect feedback through surveys, and conduct evaluations. Then, make iterative revisions based on learner feedback to improve your training program over time. 

Benefits of employee feedback

Source: Zippia

7 Examples of Instructional Design Approaches for Adult Learners

If you want to design a program for bridging skill gaps, the first step is to understand their learning styles. Adults are usually looking for practical training content that is immediately applicable and relevant to their professional goals. 

Here are 7 examples of instructional design approaches for adults: 

1. Microlearning

Millennials have only a 4-second higher attention span than the goldfish Gen Z attention, staying focused for around 12 seconds. So, if you’re searching for instructional design examples for Gen Y, Microlearning is your best friend. Breaking training courses into short, digestible modules helps learners absorb more knowledge without getting overwhelmed. 

Microlearning structures training content into short segments of less than 20 minutes, fitting easily into the busy schedules of adult learners. This technique does not overload learners like hour-long coaching videos, which helps in the retention and recall of course content. Since Microlearning is usually based on self-directed learning, employees can choose what and when to learn, offering flexibility and convenience.

Average attention spans

Source: Goldenstepsaba

Here are a few Microlearning instructional design examples to help you implement this strategy: 

  • Sales Training: Create a short 3-5 minute interactive simulation (on Effective Upselling Strategies) that sales reps can complete during breaks. Add a quick quiz too. 
  • Customer Service: Design interactive infographics on basic customer service principles, like handling difficult customers. Also, add some examples and tips. 
  • Software Training: Develop a series of 2-4 minute video tutorials on different software features, such as “How to create a pivot table in Excel” or “Using the new CRM dashboard.” 

2. Story-Based Design

According to a Harvard Business Review, people remember facts 20 times more if they’re part of a story. Think about a training program where you’re not just reading long informational texts but actively engaging with a storyline as you progress. This is what story-based instructional learning design is all about — a coaching approach that delivers training using a narrative. 

Instructional design examples of this approach usually involve characters, plot lines, and scenarios, helping people learn through a relatable context. Let’s say you want to develop story-based training for the sales department. In this case, the plot might involve learners guiding a salesperson's character through different client interactions, making choices about sales tactics, and handling objections. 

people remember stories

Source: MeetChristina

3. Gamified Learning

If your employees barely complete their training modules, using some gamified instructional design examples might be the best choice. According to a report by the eLearning Industry, gamification can increase engagement by up to 60% in training environments. In this strategy, training content is delivered in the form of games, like true or false, jumbles, or finding a word. 

It also uses familiar game mechanics, like rewarding learners with points, badges, and leaderboards when they progress through the training levels. Often, you’re required to juggle challenges and devise strategic plans in order to progress through the game. This form of learning offers a refreshing way to absorb information for adult learners with busy schedules. 

4. Scenario-Based Learning

Scenario-based learning (SBL) is an instructional design example where individuals learn through realistic, interactive scenarios that are just like real-world situations. The training starts with a corporate issue on the screen, which is solved by learners using their problem-solving and decision-making skills. This connects theoretical knowledge with practical application. 

In comparison to story-based design, this learning is more realistic and direct as it uses a non-linear approach. Scenario-based instructional design examples often incorporate multiple decision points, where learners must choose how to proceed. For instance, in a leadership training program, a scenario might involve managing a team conflict. 

5. Screencasting

Let’s say you’re learning a new software tool for work. Instead of attending a lengthy training session, you watch a short video that visually demonstrates all features of the platform. Not only does the video show what the instructor is doing on their screen, but also gives clear explanations along the way. 

This is the central principle of screencasting, which basically uses screen recordings paired with voice-overs to demonstrate a process. It can also include annotations and visual cues to explain software features or complicated concepts at times. Screencasting allows learners to watch, rewind, and rewatch sections of the video to fully understand the material and reference it later. 

Here are a few instructional design examples of screencasting in action: 

  • Explain how to use a new CRM system, including features like contact management, reporting tools, and automation. 
  • Guide employees through the process of filing expense reports using internal financial software. 
  • Develop an onboarding program for new hires, explaining how to set up HR portals, internal communication, and email. 

6. Infographics

For adult learners, time is money — making infographics the most suitable form of training medium for them. They summarize information into bite-sized pieces, helping individuals better absorb and retain it. Besides visually presenting statistics and data, infographics also contain images and charts, which makes them light on the eyes (and brain). 

Benefit of using data visualization 

Source: Visme

Studies suggest that visuals can improve Aufbewahrung von Informationen um 65% Im Vergleich zu Text allein sind sie ein Muss in Ihrem Training. In einer Unternehmensumgebung könnten Beispiele für Infografiken zur Unterrichtsgestaltung ein Flussdiagramm enthalten, in dem die Unternehmensrichtlinien für Neueinstellungen skizziert werden, oder ein Kreisdiagramm, in dem die Budgetierungsprinzipien erläutert werden.

7. Fallstudien

Fallstudien überbrücken die Distanz zwischen Theorie und Praxis, indem sie reale Situationen detailliert analysieren. Sie beinhalten in der Regel realistische Situationen, mit denen sich die Lernenden in ihrer beruflichen Rolle auseinandersetzen könnten, von Kostensenkungen über Konflikte bis hin zu Marktstörungen. Auf diese Weise ermutigen Fallstudien die Lernenden, ihr kritisches Denken und ihre Analysefähigkeiten einzusetzen, um über strategische Lösungen nachzudenken.

Diese analytischen Studien erfordern, dass Einzelpersonen Informationen synthetisieren, Alternativen abwägen und ihre Entscheidungen begründen, um ihre übergeordneten Fähigkeiten auszubauen.

Was sind also einige gute Beispiele für das Unterrichtsdesign, das auf Fallstudien basiert? Nun, Sie können ein Kundenservice-Szenario mit schwierigen Kunden oder ein Projektmanagement-Szenario mit engen Terminen und Ressourcenbeschränkungen verwenden. Bei der Schulung von Führungskräften könnte sich eine Fallstudie auf die Konfliktlösung innerhalb eines Teams konzentrieren.

Fazit

Die in diesem Handbuch beschriebenen Beispiele für die Unterrichtsgestaltung dienen als Vorlage für ein praktisches Schulungsprogramm. Wählen Sie einfach das richtige Design, das Ihren Bedürfnissen und den Vorlieben Ihrer Lernenden entspricht, und schon kann es losgehen!

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Erleben Sie also jetzt die Zukunft des E-Learnings!

Häufig gestellte Fragen

Was sind die drei Arten der Unterrichtsgestaltung?

Zu den drei Haupttypen des Unterrichtsdesigns gehören das Kemp-Modell, die Bloom-Taxonomie und das ADDIE-Modell.

  • Modell Kemp: Als nichtlinearer Ansatz ermöglicht das Kemp-Modell den Unterrichtsdesignern, in jeder Phase verschiedene Aspekte der Kursentwicklung zu berücksichtigen.
  • Blooms Taxonomie: Es basiert auf sechs Ebenen: Erinnern, Verstehen, Anwenden, Analysieren, Bewerten und Kreieren.
  • ADDIE-Modell: Das ADDIE-Modell umfasst fünf Phasen: Analyse, Design, Entwicklung, Implementierung und Bewertung.

Was sind die fünf grundlegenden Komponenten der Unterrichtsgestaltung?

Die fünf grundlegenden Komponenten des Instruktionsdesigns stammen aus dem ADDIE-Modell, das für Analysieren, Entwerfen, Entwickeln, Implementieren und Evaluieren steht.

  • Analyse: Konzentriert sich darauf, die Bedürfnisse des Lernenden zu identifizieren.
  • Entwerfen: Erzeugt die Struktur und Gliederung des Trainings.
  • Entwicklung: Stellt den Inhalt und die Materialien der Schulung zusammen.
  • Umsetzung: Stellt den Lernenden die Schulungsinhalte zur Verfügung.
  • Bewertung: Wird verwendet, um Feedback zu sammeln und den Kursinhalt zu verbessern.

Wie sieht gutes Unterrichtsdesign aus?

Ein gutes Unterrichtsdesign hat klar definierte und klare Lernziele. Außerdem sollten die Schulungsinhalte aktuell und auf die Bedürfnisse der Lernenden zugeschnitten sein und gleichzeitig fesselnd genug sein, um ihre Aufmerksamkeit auf sich zu ziehen. Außerdem sollten regelmäßige Bewertungen durchgeführt werden, um die Wirkung der Schulungen zu messen.

Was ist das 5 E-Modell des unterrichtsbezogenen Lernens?

Das Unterrichtsmodell von 5 E umfasst Engage, Explore, Explore, Explore, Explore, Elaborate und Evaluate.

  • Engagieren: Konzentriert sich darauf, das Interesse des Lernenden zu wecken und sich mit Vorwissen zu verbinden.
  • Erkunden: Ermöglicht den Lernenden, mit neuen Konzepten zu experimentieren.
  • Erkläre: Gibt klare Erklärungen, um ihnen zu helfen, ein Konzept zu verstehen.
  • Aufwendig: Ermutigt sie, Konzepte in verschiedenen Aspekten anzuwenden.
  • Evaluieren: Misst das Gesamtverständnis.

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