This 11:36 short video was produced by my clients at General Motors back in 1997:
Note: the PACT Processes (CAD and MCD) were relabeled as MC/MI = Modular Curriculum and Modular Instruction in this PACT Process Technology Transfer effort for GM. This video is primarily about a demo project I was doing – where I led the analysis and design (at 2 levels) efforts for what became an 18-month T&D Path where the new supervisor-to-be would spend one week in class and then one week on-the-job applying what they had learned in class, plus doing THE REAL WORK AT HAND.
I literally finished the first of a series of design meetings at the modular course level (ADDIE-like) after the performance analysis and Curriculum Architecture design level – and the developers (sitting in the back of the room observing and taking the copious notes required because in a meeting such as this – not everything said makes it to the flip chart) rushed out of the room to lead their teams and get ahead of that first class that was starting in weeks.
I and others designed and teams of developers sat in and then rushed into rapid development and pilot-testing – which was class #1. That was in the summer of 1997.
In 1998 my client won the: General Motors Chairman’s Quality Award for the Metal Fabrication Division New Supervisor’s Training System.
Again, the analysis and Curriculum Architecture Design (CAD) and then the ADDIE-level design (MCD) for each chunk of the 18 month path was done by Guy, and observed by others who were involved in the PPTT, as a pre-step to their attendance in workshops to learn the skills needed to become analysts, CA designers, instructional designers, and project planners/managers. Then they applied that on the job (the MC/MI or PACT Practitioners) and were observed and certified at one of 6 levels (usually as someone who can solo – a level 3).
Note: I have a formal certification system that I use for those being certifying in those 4 roles, plus one other of Lead Developer, where the certification is based on “demonstrated performance competency” of the tasks and production of outputs from these flexible “processes.”
In other words, we use Performance Tests.
Practicing what we preach.
Which, Performance Tests that is, is the subject of this book: Performance-based Employee Qualification/ Certification Systems that I co-authored with Ray Svenson, published (as a free PDF) in January of 2008. It – Performance Testing systems and tests is an example of an IAD level of analysis and design in the overall 3 levels of design in PACT.
It – IAD – produces tests, which are components of traditional training and later traditional, formal training (or informal learning) could be done prior to the testing. Or just use the testing – and see if the learning needed to perform will occur on its own, with other things also in place to help with motivation. It has for several clients in the past.
In PACT, CADs are the architectural level, MCD is the ADDIE-like new product development level, and IAD is the component development level – when you don’t need the full learning solutions-set right now, or maybe ever. All your client may really want/need at times are just the tests, or just the demos, or just the exercises, or just overviews but no depth.
The video remarks on the collaborative nature required. My experience is that Master Performers like being involved and leveraging what they know with other Master Performers, because they too tend to learn things in the process of developing Training/ Learning and Knowledge Management content: instruction and/or information.
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