EDUC 733 Part 6
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American Public University *
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English
Date
Dec 6, 2023
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docx
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Uploaded by Cire0102
EDUC 733-Lastname
I
NSTRUCTIONAL
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ESIGN
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ROJECT
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Part 6 - Developing the Instructional Materials
Instructional materials selection plays an important role in the education of the learners.
When deciding on instructional materials, the variables to consider are the demographics of the
learners, the objectives, and the media and technology available. When considering these factors,
and other external circumstances, the instructional material should be related and appropriate to
the classroom dynamics.
The instructional materials staff will receive is: AR 608-10-1 manual. Rothwell et al.
(2016) writes that researching either computer-based references, searching print or website will
potentially lead to valuable instructional materials. Initially, as a part of the training, I was going
to have staff read the AR 608-10-1, initial for every chapter read and go over main area of
operation which is School Age Center. However, to modify this instructional material, there is an
interactive gamification-based learning exercise on IMCOM Academy Interactive 608-10-1
which would be a better training opportunity on individual basis for each employee and it is free
of cost. In addition to IMCOM Academy interactive gamification learning opportunity, all staff
will have to take foundational training online through Army Virtual Lab school, which is not
necessary to modify, nor it can be modified. Army Virtual Lab School platform offers plethora of
videos, interactive exercise and formative and summative assessments that have to be proctored
by the Training and Curriculum Specialist. The modified training, I have completed is breaking
down the training on the activity plan into smaller steps utilizing google suite platform, with the
end goal to address objectives available resources do not cover.
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Keep in mind the planning you have already done in Parts 3, 4 and 5. The materials you submit
must match your plan from these previous parts. You do not need to create all of the materials
you identified as needed for the training. At a
minimum
you should include at least one training
resource that you have selected and
modified
from the organization you are planning the training
for, one that you are using from the organization without the need of modification, one that you
have found for free on a site such as www.trianingabc.com and one that you have created
yourself in order to address objectives available resources do not cover.
According to Rothwell et al. (2016), instructional materials with copy rights have to have
permission to be utilized by the user. Although government materials utilized for the training do
not have copy rights in this case, there are rules to follow in the future.
According to Rothwell et
al. (2016) user should give written permission to the owner of the material letting them know
where it would be used, the timeline of the usage, will the entire material be used or some and if
the materials will be applied within the organization.
In addition, if the copies are to be made,
how many physical copies of the materials are going to be distributed and who are the recipients
of the knowledge. At times it may require paying the cost of utilizing the materials as well.
Taking these steps are ethical practices of the professional world.
In relation to the training materials, time inputted and training time, the price of the
training was kept at a minimum.
Army CYS came up with the strategy few years ago where they
will hire a highly educated, subject matter expert trainer for each center to ensure high quality
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services are rendered at all times.
Training and creating resources are part of the job description,
while staff is required to train on weekly basis. This means that training is already budgeted
ahead of time into the program, as well as the cost of the equipment.
However, one of the issues
previously described were the high turnover rate within the program.
Rothwell et al. (2016)
stated, “If the benefits outweigh the costs, then it is worth doing; if the costs outweigh the
benefits, then it is not worth doing.” This however is misleading in a sense that the cost often
time pertains directly to the cost of training material, training aides and media and technology
utilized. However, in this case it costs the organization more to train individuals because the high
turnover rate and employees do not stay with the organization for more than 3 months on average
due to other issues that are not necessarily training related. The cost benefit analysis does not
always pay off in the long run, because there is not a prediction of how long an employee will
stay with the organization before another group of new employees arrives.
References by Part
Rothwell, W. J., Kazanas, H. C., Benscoter, B., King, M., & King, S. B. (2016). Mastering the
instructional design process: A systematic approach (4th ed.). Hoboken, NJ: Wiley.
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