Human Resource Development (HRD) Professionals are responsible for encouraging employees to participate in performance management and customer satisfaction. This is accomplished by creating and implementing a system that identifies competencies, established goals, and projects the expected outcome. Establishing a problem solving procedure and setting standards for employee performance are two crucial strategies for the improvement of organizational performance.
Many organizations are focusing their attention in the direction of HRD to enhance organizational performance to remain viable and profitable. The role of the instructional designer surfaces to identify performance discrepancies and design and develop performance improvement interventions. Instructional designers are crucial to the design and development of interventions that result in lasting changes in behavior and improved organizational effectiveness. Instructional designers take on the roles of program designer, instructional writer, media specialist, task analyst, and theoretician. These roles are often interrelated.
As a program designer, the instructional designer identifies performance objectives, selects learning activities needed to achieve the performance objectives, and selects the most appropriate media, materials, and training aids needed.
Taking on the role of instructional writer, instructional designers develop written materials such as training manuals, modules, PowerPoint presentations, handouts, assessments, and other materials used during training.
The instructional designer also takes on the role of media specialist in the identification and selection of audiovisuals and training simulations that are most appropriate for the interventions. When selecting these types of media, it is important to take into consideration such factors as availability of time, costs, group size, learning styles of participants, and physical features of the training facility.
As a task analyst, the instructional designer breaks down a job into small components so the learners are give a step-by-step account of what the task they are expected to perform on the job. During a task analysis, instructional designers measure employee performance on each part of a job and focus on what should be taught and how it should be measured.
When developing models and theories related to the learning and development process, instructional designers are acting as theoreticians. Instructional designers must have the ability to imagine nonrepresentational ideas in order to approach problems from a unique perspective. This role requires the instructional designer to possess advanced knowledge of adult learning theory.
The role of the instructional designer is equally important in all organizations. Learning is a continuous process. Rapid changes in technology, demographics, and globalization dictate the need for instructional design. As new skills are required, organizations depend on instructor-led training programs to develop these skills and put them in practice.