Running head: INSTRUCTIONAL PLAN- NEW EMPLOYEE TRAINING

Instructional Plan- New Employee Training

Sundus Saad
CUR/516(MACT1F11F3)
February 2.2015
Dr. Kathryn Wyatt

INSTRUCTIONAL PLAN- NEW EMPLOYEE TRAINING

Instructional Plan- New Employee Training

Phase I
Name/Title of the

New Employee Training

course
Course Description

We are going to implement a mandatory training, but

what is the specific information do the training provide
the employee? What types of skills should the training
focus on? And why we have to make this training?
The training course is designed to educate the (AAHR)
newly hired employee, with a very professional
Instructional design, to help them be ready to navigate
the needed system to solve the customers issues
effectively. The course will include practice applications
such as; focus groups, or divide the participants as small
group to find solutions after giving them a scenario or
case study.

Target Audience

The Training course will include 20 of (AAHR) employees.

The participants, will be male and female, having high
school and Bachelor degrees, and will include all ages.

Delivery

The training course activity will consist of two day/8

INSTRUCTIONAL PLAN- NEW EMPLOYEE TRAINING

Modality/Course

sessions (four sessions per day), from 9:00 am- 5:00pm,

length

and will include 2 lunch and four tea breaks.

Goals

At the end of the training course, participants will

improve the skills to be able to navigate and solve the

customers issue effectively.

The participants in this training will have a better

understanding of different effective focus group results

that leads to build a collaborative methods to help
accomplish a specific activities of the Training course.

Phase II
Name/Title of the

New Employee Training

course
Goals

At the end of the training course, participants will

improve the skills to be able to navigate and
solve the customers issue effectively.

The participants in this training will have a better

understanding of different effective focus group

INSTRUCTIONAL PLAN- NEW EMPLOYEE TRAINING

results that leads to build a collaborative methods

to help accomplish a specific activities of the
Training course.
ABCD stands for Audience, Behavior, Conditions, and
Objectives
Degree (Brown & Green, 2011, p. 92).

Given two case studies or scenarios and

working in small groups (condition), learners

(audience) will develop solutions to the issues
provided (behavior) within 5 minutes (degree).

Given a specific activity and a description of

diverse group members (condition), learners

(audience) will write a 75-100 word (degree)
description of collaborative methods that could be
used to solve a stated problem (behavior).
Critical Thinking Skills

Studies of accelerated courses commonly require

adult learners to demonstrate writing skills, critical
thinking, content mastery, and application of a
knowledge base. Wlodkowskie & Ginsberg (2010)
espouse (p. 3). The objectives for this course
encourage critical thinking skills. When we divide the
participants to small groups, and focus group. Then
we give them scenario or case study to discuss and

INSTRUCTIONAL PLAN- NEW EMPLOYEE TRAINING

find solutions. By doing that we are going to

examine ideas and experiences for inconsistencies
and consider them from alternative perspectives,
with sensitivity to possible bias, overgeneralization,
and social injustice ( Wlodkowskie & Ginsberg,
2010, p. 116).
When we ask the learners to answer critical
questions, we can help to stimulate high level of
thinking and encouraging the learners to analyze,
verify, and think out of the box .The learning
process in such case helps the learners to mix the
new data with their past experiences which leads to
memorize the training materials and activities and
there will be a strong possibility to apply it
Instructional

effectively.
In this course of training, since I have limited time

Strategies:

with huge sum of information, I have to choose

different instructional strategies according to the
types of the participants. Their abilities, needs and
desires. To make sure that the learners achieve the
goal behind this training. I will vary my instructional
strategies accordingly, but there are some basic
elements will use with all kinds of learners; such as:

INSTRUCTIONAL PLAN- NEW EMPLOYEE TRAINING

distribute supportive materials like hard copies, texts

book or part of it and ask the participants to use it as
references. From my past experiences in training
field, I can say that the best and most successful
strategy is when you stimulate and motivate their
Instructional

way needs to learn

At the current time, we cannot conduct a

technologies:

seccessuful training without using instructional

technology. In my training, I will use many
ways to deliver the training matarials and
instructions, as:
-

Microsoft Office, email, Interenet Explorer, and

facebook
-

PowerPoint and other presentation designs

Smartphones

Youtube

Labtob computer and projector.

INSTRUCTIONAL PLAN- NEW EMPLOYEE TRAINING

Phase III
Name/Title of the

New Employee Training

course
Course dates and

The timeline for course training is going to be next

times

month (March 5-7, 2015 as the newly learners will

join (AAHR) on April 2014. The two day workshop
training will take place at (AAHR) big hall to make
some visit field after the training. There will be an
instructors and instructor superintendents to
facilitate the training activity together to ensure
coverage of all needed training material.
The training will take a total of 16 hours of two
day/four session training, as the following:
Course training agenda

INSTRUCTIONAL PLAN- NEW EMPLOYEE TRAINING

The first day-Monday February 5, 2005

9:00am-10:00am Introduction, break the ice, and
the agenda
10:00am -11:00am - The importance of the course
training
- Employee career in (AAHR) after
the training course.
11:00am- 11:15am Coffee break
11:15am -12:15pm Focus group+ discussion
12:15pm- 1:00 pm Lunch

1:00pm- 3:00 pm Discuss, and present outcome of

the focus group.
3:00pm-3:15 Break
3:00pm-4:00 pm presentation
4:00pm-4:30 pm questions and answers
4:30pm-5:00 Day one summary and closing
sessions.
The second day-Tuesday February 6, 2005
9:00am-10:00 am Revision the last day outcomes
10:00am -11:00 am Lecture about how the
employee affect the production of any corporation

INSTRUCTIONAL PLAN- NEW EMPLOYEE TRAINING

11:00 am- 11:15am Coffee break

11:15 am -12:15pm scenario+ discussion
12:15 pm- 1:00pm Lunch
1:00 pm- 3:00 pm Discuss, and present the outcome
of the scenario
3:00pm-3:15 Break
3:00pm-3:30 pm presentation
3:30pm-4:00 pm questioner and the training course
assessment
4:00-4:30 questions and answers
4:30pm-5:00 Day two summary, recommendations
and closing sessions.

INSTRUCTIONAL PLAN- NEW EMPLOYEE TRAINING

Individual Involved

Facilitator: Sundus Saad

Superintendent: Muthanna Mohammed
Learners: 20 Newly hired employee
Administrator/Subject Matter Expert: Special Agent
Imad Hamed
Assistant Special Agent: Ali Muthanna
Coordinator: Deema Ali

Implementation

Materials: Stationary- Internet- Name tags

Details
Assistance when it is needed: IT, Human resources
officer, and secretary.
Details of how the

plan will be

and Cellphone

implemented:

How will the plan be communicated email

How will interest and commitment be built

flyers, website, and Facebook

How will participants be selected I have

selected them all as I have already a permission

from the Executive Manager (AAHR) to train and

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INSTRUCTIONAL PLAN- NEW EMPLOYEE TRAINING

appoint the 20 newly hired employee.

The learners will be assessed according to many

Formative
criterias:
Assessments

The attendance and accuracy.

The collaboration

Their readiness to learn

Their participation

Interactive with the team members

The ability to receive bothe negative and

positive feedback

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12

Phase IV
Name/Title of the course

New Employee Training

The criteria for

1-

determining whether the

summative assessment.

When the student complete the formative and

goals, objectives, and

2-

When we receive positive human reactions, like:

overall outcomes of the

It is wonderful. It will be great help and so forth.
course or training session
will be met.

3-

When we saw their active participations.

4-

When present suggestions to improve the

deficiency.
Describe any evaluation

1-

Post course survey which provides us with clear

instruments that must be

image of our work.

created
2-

The learners suggestions and

recommendations can enrich our coming training

materials.
1-

Any information we get from an evaluation can

Provide an evaluation
be used for our future decisions regarding the efficacy
overview of how that
and additional offerings of the course or training
information could be used
session.
for future decisions

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2-

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These information can be examined to create

regarding the efficacy and

the success level of whom or what is being
additional offerings of the
evaluated. Once this is determined, an instructional
course or training
designer decides if changes need to be made (p.
session.
139). 3- 3- The implemented changes can vary based
on whom or what is being evaluated and when the
evaluation is taking place. Changes could include
such things as learner remediation, redesigning the
instructional materials, or abandoning the entire
instructional intervention. Changes made are done so
to help improve the likelihood that a learner will reach
a high level of success (Brown & Green, 2011, p.
139).

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References
Brown, A., & Green, T. D. (2011). The Essentials of Instructional
Design: Connecting Fundamental Principles with Process and
Practice (2nd ed.). Retrieved from The University of Phoenix eBook
Collection.
Wlodkowski, R. J., & Ginsberg, M. B. (2010). Teaching Intensive
and Accelerated Courses. Instruction That Motivates Learning.
Retrieved from The University of Phoenix eBook Collection.