Kemp Design Model: A Flexible Approach to Practical Learning Experiences

One of the most essential elements of implementing a successful training program is understanding the learner's needs. The Kemp Design Model is a learner-centered instructional design approach that offers flexibility and adaptability of instruction material for a practical learning experience. 

The Kemp Design Model is popular among educators, trainers, and instructors looking to deliver tailored content. 

Unlike other linear models, it focuses on the learner's needs and the environment. It is a non-sequential method where the designer moves between different phases of learning as and when needed. 

What is the Kemp Model?

The Kemp Model, also known as the Morrison, Ross, and Kemp Model, is a new innovative approach to instructional design. It is a circular model, unlike the traditional linear models with nine interdependent core elements.

Source: Digital Learning Institute

The key advantage of this model is that it allows you the flexibility to begin with any of the nine components or stages. So instead of working step by step, you can start anywhere and go around circularly.

Components of Kemp Instructional Design

The Kemp Design Model is an instructional design framework that focuses on solving learner problems. It is focused on the learner's needs, instructional strategies, content, and evaluation. 

Source: PBWorks

Here are the nine key components of Kemp's instructional design model.  

1. Instructional Problems

Look up the gap in learner performance. Once you have identified the problem, you can design your instructional material to address it in the best way possible.

This may be done by providing additional material or implementing another strategy. The prime element at this stage is to focus on the course's outcome. 

This means you need to know what you want the learner to acquire from the course from the very beginning. It can be anything from basic knowledge to understanding the concept, developing task-specific skills, or the ability to perform complex tasks.

2. Learner Characteristics

The next thing you need to do is get to know the learners on a personal level. You need to know their background, previous knowledge, experience, beliefs, point of view, and all the knowledge you can use to design your instructional material.

You have to meet the needs of each learner. This can be achieved only when you know the people you are designing the course for. You can create a fun learning experience for all learners to achieve their goals and for a successful implementation of the course.

3. Task Analysis

In this phase, we break down the complex content into smaller digestible chunks or learning tasks.

Task analysis focuses on the learner and evaluates their level or depth of understanding. It is a helpful tool for checking how well the learner is processing the newly acquired knowledge and whether they can use it correctly in real-life applications.

4. Instructional Objectives

Define clear goals and objectives of what you expect from the learners by the end of the instruction.

Your objective should be precisely what you want the learners to achieve. It can be simple, like connecting new information with past knowledge or experience or enhancing a specific skill.

The more understandable your goals, the higher the chances your program will be successful. Always ensure you have clear and measurable objectives to evaluate if the learners are on the right path. 

5. Content Sequencing

This means organizing the information to make it meaningful and build on past knowledge. When learners can relate to the content and connect it with their past learning, they can better retain and apply it in the workplace.

It also helps them gain a deeper understanding of the concept and, hence, helps them achieve their (and your) goals.

6. Instructional Strategies

Select the appropriate teaching methods, activities, and resources to keep the learners engaged throughout the course.

You need to find the most suitable or correct method that aligns with your learner's objectives. There are many ways to pass on the information to the learner. 

There are simple and complex methods. But whichever style you choose, it should align with the instructional objectives and learners' expectations.

7. Designing the Message

Pay specific attention to the content's presentation and ensure it is clear and presented in the most effective way possible.

Once you have set the goals and strategy, you translate them into the learning material or content. 

You will now organize all the instructional material by incorporating videos, multimedia handouts, web pages, and other resources. Remember to keep it engaging and in line with your objectives.

8. Instructional Delivery

Choose the correct delivery format. It may be face-to-face, through an e-learning platform, or a combination of both.

This means you will pass on all the information to the learners using multimedia and flashy AI technology, but your focus will be on keeping them motivated and engaged throughout. 

You can do that by encouraging brainstorming sessions and discussions, allowing the learners to express their thoughts while giving them a conducive environment that welcomes opinions and collaboration. 

9. Evaluation

The evaluation must be consistent. Throughout the tenure of the course, you need to assess the effectiveness of the instruction material and methodology and make necessary adjustments.

Assessment can be done by quizzes, sample tests, assignments, projects, or simulations. The kind of evaluation tool you opt for depends on your objectives. For example, if it's a test of knowledge, you may want to check how well the learners will do in real life. So, you will need simulation or augmented reality tools.

Application of the Kemp Design Model

The beauty of the Kemp Design Model is that it is so flexible it can easily be integrated and applied across a range of domains. 

For instance, take the example of a corporate training program and the application of the Kemp Design Model. The Kemp Design Model approaches the training holistically, ensuring it is covered all around and all the support material is there for a successful implementation. 

Here’s how it goes:

Instructional Problems

You need to identify the problem: the employees lack the technical skills needed for leadership, hence the need for training. You can do this by using Coursebox analytics and reporting tools to define the problems that need to be resolved.

Learner Characteristics

You need to consider the learners' individual characteristics and experience, including whether they have any formal previous training. You need to know them as much as possible so the designed course is accessible for all. 

Coursebox can help you track and identify the learner's performance and history as it keeps track of their learning paths. You can analyze this and tailor the content as needed for each individual.

Task Analysis

You need to break down specific tasks or skills you want the learners to acquire. You can break down the whole structure into micro-tasks or create microlearning modules for each task. 

Instructional Objectives

Set clear objectives of what you expect to achieve by the end of this course. Like you'd want the managers to develop decision-making skills and become better leaders. 

You can set these goals within an LMS, like Coursebox’s progress tracking feature, to check the learner's progress and ability to use the concept in real life.

Content Sequencing

Sequence the content into different fragments. For example, begin with the theoretical outline, follow up with a quiz or case study, and incorporate group discussion or a feedback activity.

This step, too, can be done using Coursebox. The platform can adapt to the content sequence based on real-time learner performance and create quizzes and assessments for you.

Instructional Strategies

To maximize learner engagement, a combination of instructional strategies, such as videos, scenario-based learning, peer discussion, and evaluation, is used. 

Designing the Message

The content should be clear, short, and relevant to the real world. It should not be extensive since the managers are super busy and do not have time for long, irrelevant training material. You could add a quick table of contents or guide to help them access the relevant material easily.

Also, use Coursebox’s course writer tool to your advantage and create visual content that makes the course structure engaging, relevant, and precise for each individual. The tool incorporates user insights so you can create different structures based on preferences for the same material.

For instance, if someone prefers video learning over reading, you can design a video-based course for them.

Instructional Delivery

The content should be delivered using a blended learning approach, giving you access to a broader audience. This way, even those not present in the office can learn on their timelines.

Moreover, it is also convenient to access the material whenever the employees get the time.  

Evaluation

You need to constantly evaluate individuals' performance based on specific KPIs or AI power analytics. 

Coursebox automatically gathers user insights and performance data, including learner feedback. You can get detailed reports on each learner's progress, including the gaps and additional training recommendations.

Wrap Up

Kemp Design Model's flexibility and learner-centric approach make it the perfect framework for corporate training, University courses, and other training programs. 

When trainers learn about the learners' characteristics, they can better make the content relevant. This will motivate the learners and encourage them to pay more attention to the course. 

The model can also be used in hybrid course structures, combining physical training with online learning. When it is embedded with an LMS platform like Coursebox, you can successfully deliver a highly efficient training program across the board.