Audience:  Hospital Supervisors

Business Problem:  Hospital Supervisors at Vandergriff Children’s Hospital are not sufficiently trained to handle conflict resolution with their staff.  Human Resource personnel are being inefficiently used to mediate conflicts among coworkers that Supervisors should be managing. 

Solution:  Supervisors will complete an e-learning module on conflict management. The goal of this training is to reduce formal complaints about coworkers to Human Resources by 25%.  Conflict among hospital techs will be handled by direct supervisors and not passed to HR.  Reducing HR involvement will save the hospital money. 

Highlights:  Scenario based learning, Triggers, States, Click- to- Reveal Interactions, Videos, Knowledge Checks, and a Final Quiz

Process:  After receiving feedback from the HR Department about increased coworker dispute cases, I used the ADDIE model to analyze, design, develop, implement, and evaluate this course. Working with Subject Matter Experts (SMEs) from various departments, we settled on the business problem and formulated a solution. The course model began to take shape with a content map resembling a 2D rough draft outlining learning objectives, covered topics, and assessment questions. Now it was time to bring the course to life. The module was developed with pictures, videos, and interactive components. Once the course was complete, employees were able to participate in it. During the module, employees underwent evaluation through Kirkpatrick’s Level 2 interactive Knowledge Checks and a scenario-based final assessment. Kirkpatrick's Level 3 was used 3 months post training by interviewing the Human Resources department to assess whether the percentage of HR-mediated coworker dispute cases in the Tech Department had decreased. Tech Supervisors were also interviewed at three months to determine if they were referring fewer coworker complaints to HR. If supervisors were not mediating disputes within their own department, discussions focused on identifying additional training needs.

Tools:  Articulate Storyline, Google Workplace  

Audience:  Sales team at Grass Gurus 

Business Problem:  New sales have dwindled in the last few years.  Salesmen are able to retain established client services but have not been successful adding on additional services or establish new sales. 

Solution:  Salesmen will complete an e-learning module on the new services offered at Grass Gurus. This training will educate the salesman in the two new services offered.  They will be able to articulate to the customer the importance of each service and why it is important in lawn care.  The goal of this training is to increase new sales by 20%.  

Highlights:  Scenario based learning, Triggers, States, Accordion interaction, Click- to- Reveal Interactions, Videos, Knowledge Checks, and a Final Quiz

Process:  My process begins with a training needs analysis. The sales force at Grass Gurus needed education on new services being offered. Identifying knowledge gaps within the sales team and determining learning objectives were essential. I collaborated with Subject Matter Experts (SMEs) to establish the training's scope. Next, I started designing the learning module by drafting a design document that outlined the business goal, business problem, target audience, learning objectives, content to be covered, assessment plan, and overall length of the training. Then, I began developing the training using Storyline Articulate. After developing the module and conducting quality assurance testing, it was rolled out to employees. During the module, Kirkpatrick’s Level 2 evaluation was implemented through interactive Knowledge Checks and a scenario-based final assessment. Kirkpatrick’s Level 3 evaluation involved comparing the increase in sales for new services before training, at two months, and at four months after training.

Tools:  Articulate Storyline, Google Workplace  

Audience:  Human resources professionals responsible for spearheading  volunteer events 

Business Problem:  Many employees are not participating in volunteer programs from a lack of interest and clarity surrounding these events. Poor communication of the benefit to employees has led to a lower company participation rate.  

Solution:  HR Personnel will be able to articulate the importance of volunteer events, select events that resonate with the employees and successfully promote the event to employees.

Highlights:  Interactive Pictures, Graphs, Flip Cards, Tab Interactions, Click to Reveal, Knowledge Checks, Scenario Based Quiz with customized feedback. 

Process:  After evaluating the business problem and conducting a needs analysis, I developed a tailored design plan that included a business goal and learning objectives to guide the course development. The course content map also identified the learning audience and the topics to be covered. I used Articulate Rise to create an interactive and engaging learning experience aimed at bridging the gap from the business problem to the solution. HR employees were assessed using Kirkpatrick’s Level 2 evaluation during the module, which included interactive Knowledge Checks and a scenario-based final assessment. The success of the module was further evaluated with Kirkpatrick’s Level 3 evaluation, comparing the percentage of volunteers before the training to that at 6 months after. An employee survey was conducted at six months to assess satisfaction with new volunteer opportunities.

Tools: Articulate Rise, Canva