Good instructional design improves learning outcomes. With that in mind, it's worth knowing best practices, whether you create or commission courses from a company like Skillcast.
Instructional design is the backbone of effective e-learning. By systematically analysing learning objectives and needs, it's possible to craft engaging and impactful experiences that drive knowledge retention and skill application.
In this guide, we explore principles, strategies and tools that can help optimise the instructional design process, ensuring your workplace training programmes deliver measurable outcomes.
Instructional design refers to the structured process of creating learning experiences to achieve specific outcomes. It encompasses a blend of art and science—integrating educational theory, psychology, and multimedia design to deliver effective training solutions.
Originating from military training programmes in the mid-20th century, instructional design has evolved into a critical discipline for modern workplaces. Its methods ensure training programmes are not just informative but also engaging, accessible, and measurable.
Here is a quick rundown of some of the most well-known instructional design models. Although each takes a slightly different stance, they have strong similarities.
The ADDIE model, a structured approach to instructional design, was developed in 1975. It guides the creation of e-learning programmes through five phases: analysis, design, development, implementation, and evaluation. While effective for e-learning development, it is less focused on behaviours.
Bloom's Taxonomy of Learning, a 1956 model that was revised in 2001, explains learning and skill mastery. It includes three domains: cognitive (knowledge), affective (emotion and attitude), and psychomotor (action and behaviour). The cognitive element, which has six levels - remember, understand, apply, analyse, evaluate and create and is particularly relevant for e-learning design.
Gagné's Taxonomy, highlights five learning outcomes: intellectual skills, cognitive strategies, verbal information, motor skills, and attitudes. This model emphasises the importance of tailoring instruction to specific learning objectives and considering learners' cognitive development.
Merrill's model, emphasises problem-solving for effective learning. It involves five phases: demonstration (visual examples), application (problem-solving exercises), activation (linking new knowledge to prior learning), integration (applying knowledge to real-world tasks) and engagement (task-centric learning).
Effective instructional design ensures training programmes directly address key business goals. Whether it’s onboarding new employees or upskilling existing staff, instructional design provides a framework for aligning learning objectives with measurable outcomes.
Well-designed training uses interactive elements like gamification, branching scenarios, and multimedia content to keep learners engaged, meaning they're more likely to retain information and apply it effectively in their roles.
Instructional design principles include creating content that is accessible to all learners, including those with disabilities. This not only broadens the reach of your training but also demonstrates your organisation’s commitment to inclusivity.
Understanding your audience is the cornerstone of good instructional design. Conduct pre-training assessments, focus groups or surveys to gather insights into knowledge levels, learning preferences and challenges.
Every e-learning course should have specific, measurable goals. These guide content development and ensure alignment with organisational outcomes.
Content is the heart of your training programme. Effective instructional design incorporates multimedia elements, storytelling techniques, and interactivity to keep learners engaged.
A hallmark of instructional design is its cyclical nature. By gathering feedback and analysing training outcomes, you can refine your programmes for continuous improvement.
Instructional designers must ensure content is intuitive and accessible to all learners. This includes complying with standards such as the Web Content Accessibility Guidelines (WCAG).
An LMS enables instructional designers to organise, track, and deliver training content effectively. Look for platforms with robust analytics and gamification options.
These are programmes that empower instructional designers to create interactive and engaging learning experiences. They often include features for developing simulations, quizzes and other interactive elements.
Integrate learning analytics to monitor engagement, completion rates, and knowledge retention. These insights are invaluable for improving future training programmes.
Different employees have varied learning preferences. Use a blended approach that combines videos, quizzes, simulations, and discussion boards to cater to all styles.
While depth is critical, overly long courses can lead to disengagement. Focus on microlearning to deliver concise, impactful lessons.
The e-learning landscape is constantly evolving. Stay informed about emerging technologies and methodologies to ensure your programmes remain relevant.
Instructional design is one of several approaches to improving workplace learning. Explore these related topics for deeper insights:
The main ones are behaviourism, cognitivism, constructivism and connectivism.
Training is the process, while learning is the outcome.
By using tools like pre- and post-assessments, quizzes, skills demonstrations or performance data aligned with learning objectives.
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Our e-learning courses are designed to engage employees with our microlearning library, which was created to support knowledge retention.
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