How can you design flexible and holistic training using the Kemp model?

1 Identify the problem

The first step in the Kemp model is to identify the problem or need that your training aims to solve. This involves conducting a needs analysis to determine the gaps between the current and desired performance, skills, knowledge, or attitudes of your learners. You should also consider the context and constraints of your training, such as the budget, time, resources, and stakeholders involved.

2 Analyze the learners

The next step is to analyze your learners and their characteristics, such as their prior knowledge, learning styles, motivation, expectations, and preferences. This will help you tailor your training to suit their needs and interests, as well as address any potential barriers or challenges they might face. You can use various methods to collect data about your learners, such as surveys, interviews, observations, or tests.

3 Define the objectives

Once you have a clear understanding of the problem and the learners, you can define the objectives of your training. These are the specific and measurable outcomes that you want your learners to achieve after completing the training. You should use the SMART criteria to write your objectives, which means they should be specific, measurable, achievable, relevant, and time-bound. You should also align your objectives with the organizational goals and the learners' needs.

4 Design the content

The fourth step is to design the content of your training, which includes the topics, concepts, principles, facts, and examples that you want to cover. You should organize your content in a logical and coherent way, using a hierarchical or sequential structure. You should also ensure that your content is accurate, relevant, and engaging for your learners. You can use various instructional strategies to present your content, such as lectures, demonstrations, case studies, simulations, or games.

5 Choose the methods

The fifth step is to choose the methods that you will use to deliver your training, such as online, face-to-face, blended, or self-paced. You should consider the advantages and disadvantages of each method, as well as the availability and suitability of the technology and tools involved. You should also think about how you will facilitate the interaction and communication between the learners and the instructor, as well as among the learners themselves.

6 Develop the assessment

The sixth step is to develop the assessment that you will use to measure the effectiveness and impact of your training. You should design your assessment to match your objectives, content, and methods, using both formative and summative evaluation techniques. You should also use various types of assessment, such as quizzes, tests, projects, portfolios, or feedback forms. You should also establish the criteria and standards for grading and feedback.

7 Plan the management

The seventh step is to plan the management of your training, which includes the tasks, roles, responsibilities, and timelines involved. You should create a project plan that outlines the scope, schedule, budget, and quality of your training, as well as the risks and contingencies. You should also assign and coordinate the roles and responsibilities of the team members, such as the instructional designer, the subject matter expert, the instructor, the developer, or the evaluator.

8 Evaluate the training

The final step is to evaluate the training and its outcomes, using the data and feedback collected from the assessment. You should analyze the results and compare them with your objectives and expectations, as well as the learners' satisfaction and performance. You should also identify the strengths and weaknesses of your training, as well as the opportunities and threats for improvement. You should use the evaluation results to revise and refine your training, as well as to report and communicate your findings and recommendations.

9 Here’s what else to consider

This is a space to share examples, stories, or insights that don’t fit into any of the previous sections. What else would you like to add?