Conference Proposal Example

Conference Proposal
LTMS Practicum 630
By Angela Rupert

Conference Name: ASTD 2012: International Conference and Exposition

Conference Location: Denver, CO
Conference Date: May 6-9, 2012
Session Title: Transitioning to Captivate 5:
Streamlining Performance Review Training
Submission Date: August 4, 2011
Session Type: Concurrent Session
Duration: 75 Minute
Track: Learning Technologies
Target Audience: Director/Manager
Learning Approach: Case Study

Participant Benefits: A succinct description of your session and the benefits to the participant (1500 characters)

Executive Summary
In early 2011, Corporation X pursued an alternative training solution for their performance review process. Due to time intervals between annual reviews, skills gaps were found to be caused by the weakened retention of classroom acquired skills. A significant burden was placed on the Human Resource Department as they not only had to provide training for new employees, but refresh managers on the digital paperwork and submission procedures at will.

Preparation for Credentialing
Corporation X hired an intern from Harrisburg University (HU) to work with corporate subject matter experts. The project goal was to move from classroom to online facilitation so that managers may access the training as needed. A simulation was created on Captivate 5. The resulting tutorial is a hybrid of performance review best practices and data entry procedures for the in-house database software. The course fulfilled the capstone practicum requirements of the Learning Technologies Masters of Science.

ATSD Participant Benefits
ASTD was selected as an appropriate conference to showcase effective technical training design and delivery methods as much of the course curriculum aligned with the ASTD Competency Model. A case study from a successful career development program is provided for participants to examine the process of minimizing skills gaps by incorporating innovative delivery methods in learning technologies.

Learning Objectives: How will the learner be able to apply your session content back on their job? (500 characters)

Learning Transfer
Participants will examine the process of designing and facilitating learning technology solutions as an appropriate alternative for administrating organizational change.

By session end, learners will be able to:
• Administrate learning technology solutions that will allow a high volume of employees to review content quickly and efficiently
• Select effective training innovations to remediate human performance skills gaps due to poor retention of classroom acquired skills

Delivery Methods: Briefly explain how you will conduct the session. Keep it simple and clear but provide enough detail that reviewers can clearly visualize your session. How will you make this a learning experience? (1000 characters)
Several interactive learning approaches will keep the learner engaged. During the course, participants will. . .
Access direct learning by:
• Examining the process of designing and facilitating learning technology solutions by comparing examples of the classroom course to the new improved e-learning course.
Engage with interactive learning technologies by:
• Accessing the e-learning module during the session with their laptops.
• Use an interactive Google Form to explore a technology-based assessment and evaluation.

Participate in small groups by:
• Separating into two groups to take the interactive assessment. Group one will have the option to refer back to the e-learning module during the assessment. Group two will not. Results will be compared.
• Separating into smaller groups and discussing effective training innovations to remediate human performance skills gaps due to poor retention of classroom acquired skills. Small groups will report findings to the rest of the class.

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About Angela Rupert

Angela Rupert is a freelance instructional designer and development consultant. Contact Angela Rupert for a free consultation at arupert88@gmail.com or (717) 480-1747.
This entry was posted in Human Learning, Human Resources, Instructional Design, Learning Technologies, Online Learning, Uncategorized and tagged , , . Bookmark the permalink.

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