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Designing Learning Certificate Is Now Instructional Design Certificate

Friday, August 31, 2018

“Change is the only constant in life,” according to Greek philosopher Heraclitus. Change can be positive, especially when that change brings clarity and alignment to our endeavors.

ATD's Designing Learning Certificate, which has long been the premier instructional design training program for talent development professionals, is being renamed as the Instructional Design Certificate. To date, more than 5,000 instructional designers have taken this hands-on, experiential course in their effort to create outcome-based learning programs using a systematic approach. The content and design of the certificate program remains unchanged to ensure continuity for this robust community of professionals who have and will continue to rely on the program to elevate their skills and validate their proficiency.

Instructional design is one of 10 areas of expertise for talent development professionals on the ATD Competency Model and a key topic area around which ATD has built a comprehensive set of resources to help designers create a more productive workforce.

The core content of the Designing Learning Certificate was originally created to align with the ATD Competency Model, but we noticed an opportunity to be clearer in our communication with a new name. This name change will align the program with the Competency Model in the same way other ATD certificate programs do, such as the Change Management Certificate, Coaching Certificate, Evaluating Learning Impact Certificate, and Managing Learning Programs Certificate.

The ATD Competency Model’s instructional design area of expertise directly aligns with the learning outcomes of the newly-named Instructional Design Certificate, as outlined below:

Instructional Design Area of Expertise

Instructional Design Certificate Outcomes

Conduct a needs assessment.

Conduct a training needs assessment that aligns performance needs with organizational results.

Identify appropriate learning approach.

Document the training needs assessment, program design, and recommendations for training implementation, including pilot tests and rollout.

Apply learning theory.

Demonstrate how to structure instructional events that address psychological learning processes.

Collaborate with others.

Select and use data collection techniques as part of the training needs assessment process.

Design a learning solution.

Write complete learning objectives based on observable actions or behaviors.

Analyze and select technologies.

Select learning methods and media to support the attainment of learning objectives.

Integrate technology options.

Apply guidelines to the use of visuals, text, and audio in instructional materials.

Develop instructional materials.

Create participant guides, facilitator guides, and supporting materials.

Evaluate learning design.

Develop an evaluation strategy for training initiatives.

Participants in the Instructional Design Certificate program will gain a strong foundation in the needs assessment process to analyze organizational, performance, and performer needs, and learn how to use this information to develop engaging instructional events that take human memory capability and learning processes into account. ATD will provide attendees with tools and templates to help them create participant guides, facilitator guides, and supporting materials to ensure their training has the impact the organization expects.

We look forward to partnering with you to continue our mission of creating a world that works better.

About the Author

Jeff Surprenant is senior manager of curriculum development at Association for Talent Development (ATD).

1 Comment
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"editos" as in "editos note" Spell check is fast, good and cheap. Very nice article.
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