Systematic Curriculum and Instructional Design




To ensure that training derives from and delivers on actual learner needs, a systems approach to training should be used.  There are numerous systems models; the steps may carry different names, the “pie” may be cut at different points and in different shapes, but the components are identical in most essential ways: analysis, design, development, implementation, and evaluation. 


How do you save money on curriculum development?  By using this model, which is so efficient and effective it practically guarantees the production of relevant, high-quality training materials at the lowest possible cost.


¤  Phase 1

Curriculum analysis is comprised of six components: needs analysis,

job analysis, task verification, selection of tasks, standard task

analysis, and literacy task analysis.


¤  Phase 2

Curriculum design, comprised of four components: decide the training

approach, develop learning objectives, develop job performance

measures, prepare a training plan.


¤  Phase 3

Instructional development - develop a competency profile and then

develop learning guides or modules, or develop a curriculum guide

and then develop lesson plans.  Then, develop supporting media and

pilot-test and revise the materials.


¤  Phase 4

Training Implementation: Activate the training plan, conduct the

training, conduct formative evaluations.


¤  Phase 5

Program Evaluation: conduct the summative evaluation, analyze and

interpret this information, and take corrective actions when needed.




The DACUM Occupational Analysis is the preferred method for conducting the job analysis described in Phase 1.

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Text Box: Training and Course Design 
with Emphasis in Development of Employee and Management Interpersonal Skills