Agile Learning Design for Workplace Learning Solution

The ADDIE approach of analysing the learning need, designing an Instructor Led-Classroom based learning intervention along with a formal learning evaluation and assessment with mentoring and coaching support has stood the test of time, yet, considering Knowle’s Adult Learning Principle, it does not provide a complete and comprehensive learning support to an adult learner’ frequently changing learning needs, especially in the present times when Learner’s Learning Need Analysis and learners’ involvement in designing the solution is not given its due consideration. The Subject Matter Expert (SME) not the learner plays the pivotal role in the development of the learning solution. Therefore, the entire effort of design and development culminates into a chalk-a-block learning solution.

Before we discuss about the Agile Method, tt is pertinent to note that 70-20-10 or 3-30 are effective Learning Models of Andragogy:

http://www.nwlink.com/~donclark/hrd/media/70-20-10.html

With reference to the Disruptive Learning Method that is based on the above-mentioned learning model:

http://sunipslearning.blogspot.in/2016/03/disruptive-learning-method-in-blended.html

It is evident that learners’ involvement is essential to plan, design, implement and evaluate the learning process:  This, therefore requires a collaborative and adaptive means of designing a learning solution reinforced with a suitable and effective learning environment.  This means the learner is an integral part of the requirement analysis, design, development, implementation, assessment and coaching since the entire learning process revolves around the learner.

Agile Learning Design is more useful in providing a learning solution as its design process is based on:

·         Adaptive means of studying the learning needs and the existing training methods and tools and updating them to effectively meet with the changing learning needs of the learner.

·         Integrate the learning solutions in the form of a blended learning that can be effectively integrated into a learning design, development and implementation process in the workplace.

·         Human centric design as the learning solution is designed in collaboration with the learner and the SME. It comprises of iterations of the development process to ensure the learning solution completely addresses the learner’s learning objectives.

·         Cost and time effective as real time changes are effectively implemented with the collaborative effort of the designers, developers, SMEs and the learner and optimum use of technology.

Benefits of Agile Learning Design:

1.       Collaborative: The analysis is based on inputs in the form of the informal and social learning experience of the learner. The learning solution is designed in collaboration with the learner and the SME and so is the development plan of the solution.

2.       The designed learning solution is a mix of informal, non-formal and formal learning through proper blend of delivery methods. The interim solution is whetted by the learner and the SME from the perspective of what is going to happen and not what has happened.

3.       The iterations of the development process are in the form of implementation of inputs from the learner's experience and the SME and getting it whetted by them.

4.       This results in an adaptive learning solution with ample scope to change it in order to address any change in the learning need.

5.       The entire project is cost and time effective through the collaborative effort of the learner and SME in executing it with optimum use of technology.

An Example

To Design a process learning solution for a manufacturing unit, the learning solution design and development team collaborates with the functionaries of various departments of the manufacturing unit. They study their knowledge and experience in the form of their informal learning to analyse the gaps and learning needs.

The team then designs the solution based on the inputs from the skilled performers, SMEs who are the supervisors and mentors. They study the social learning experience of the learners and propose various methodologies and then use the feedback through the discussions to streamline the design. For instance, the production department needs its members to effectively use the process monitoring software. The design team along with the learner and the SMEs can study the process and the issues in its proper use. During the study phase the software, the team can use media viz. audio and video recording as content for the learning solution. They can propose a simulation based learning that will support both self-paced learning as well as virtual classroom learning to the client the manufacturing company intends to implement the learning solution in all of its manufacturing units.

The design and development team, with the help of RDTs, can develop the simulation based both E-Learning and also M-Learning solution  comprising of simulated case studies built into the solution. These cases can be used in the Virtual Classroom Learning in the form of coaching and mentoring activity. The entire development process, with necessary iteration in the form of implementation of learner and SME’s feedback, culminates into the final solution for the formal learning objective of the learner. 

 The entire process of analysis, design and development of the learning solution requires the involvement of each member of the design and development team along with the learner and the SME.

The solution can be replicated in the other units of the client company with necessary changes made in the solution with the involvement of the learner and SME of the specific unit.