Back in the 1970s it was called Backward Chaining – develop the performance-based Learning Objectives and then develop the Tests.
And then develop the Content.
Too often IDs/ISDers do it backwards from backwards.
That way the Performance Test could act as a screen for sorting what’s really needed vs what’s nice-to-know – Topic-wise.
Too often Topics included in Instruction are unnecessary on the Learning Journey to How to perform Tasks to produce Outputs that meet Stakeholder Requirements.
Tests = Practice With Feedback = Tests
Of course there are many ways “to test” awareness, knowledge, skills and Performance Competence. The best way is to make sure that what is being quizzed or tested – is authentic – when compared to the Back-On-The-Job Performance Requirements.
Otherwise it’s Bogus. Or – BoguS.
Application Exercises (APPOs) are my favorite form of Practice w/ Feedback and Tests.
And I believe in Ramping Up to the Authentic Complexity where appropriate – Past Post.
First – Focus on the Performance Requirements and Typical Gaps & Causes
Have some EMPATHY for the learners who are in fact, Performers.
Prepare them for their authentic Performance Requirements – AND – for dealing with the barriers to their performance.
I’ve been using the Performance Model chart as a way to both “capture AND report out” those requirements and barriers – since 1979.
And after being exposed to this – whenever I saw someone’s Task Analysis data – I wondered “why” others weren’t using this format – a derivative of a derivative – of the work of the late Geary A. Rummler, by the way. All covered in my 1999 book: lean-ISD.
My 2007 Book Addresses Performance Tests and the Administration System to Create Them and Keep Them Evergreen
Written with the late Ray Svenson – my business partner 1982-1997 – based on our consulting work done in 1987 at Prudhoe Bay for 20+ technical populations, and in 1994 on the Alaska Pipeline for 20+ technical populations – and then for Branch staff and Sales personnel, plus some additional Target Audiences in the lower 48, as they say.
For more info about this book – available as a Free PDF and as a Kindle and paperback – please go here.
What’s It All About Alfie?
It’s not Learning.
It’s about Performance.
Even in a Learning Organization.
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