1 E-Learning Proposal & Learner Personas
Introduction to Analysis
The Analysis phase of the ADDIE model focuses on identifying learning needs, defining the target audience, and determining course goals. My e-learning proposal reflects this phase by clearly outlining the performance gaps, business context, and training objectives that the course aims to address. The included learner personas help ensure the course design is tailored to the specific backgrounds, roles, and learning preferences of the intended audience, which is essential for creating relevant and effective instruction.
E-Learning Proposal
Part 1: Project Scope
The project focuses on developing a working prototype of one lesson from an e-learning course for Jubilant HollisterStier, a pharmaceutical manufacturer. The full course, titled Conducting Effective Interviews, will be asynchronous, self-paced, and approximately 15–20 minutes long. It is designed for managers who are either new to interviewing or looking to strengthen their skills. I will manage the entire design process, including creating learning objectives, developing interactive and engaging content, and ensuring the course reflects effective, legally sound interview strategies.
Part 2: Background
- Problem Statement/Identified Performance Gap:
New managers, or those who infrequently conduct interviews, may lack awareness of best practices, increasing the likelihood of poor candidate experiences or potential violations of state and federal non-discrimination laws by asking inappropriate questions. This performance gap poses a risk to the organization, particularly during its current growth phase. Jubilant HollisterStier is conducting more interviews than usual, and without formal interview training, the risk of legal missteps and negative candidate experiences increases.
- Project Objectives (strategic/organizational):
The primary objective of this project is to mitigate organizational risk by equipping managers with the skills and knowledge to conduct legally compliant and effective interviews. This will improve the candidate experience and ensure interviews are conducted in alignment with organizational growth and compliance needs.
- Target Audience:
The target audience is hiring managers who conduct interviews for various positions within Jubilant HollisterStier.
- Learning Objectives (participant):
By the end of the course, participants will be able to:
- Explain the purpose and value of behavioral interviews.
- Formulate behavior-based and competency-based interview questions.
- Recognize legal considerations and avoid inappropriate interview questions.
- Identify best practices to conduct an interview effectively, including asking follow-up questions.
- Outcomes Assessment (measurement of strategic and learning objectives):
The course will be evaluated using all four levels of the Kirkpatrick Model, with a primary focus on Levels 3 and 4. At Level 1 (Reaction), learners will complete a post-course evaluation in ComplianceWire that includes Likert-scale and open-ended questions to assess course quality, relevance, and satisfaction. For Level 2 (Learning), learners will take a pre-test before the course and a post-test at the end to measure knowledge gains. Branching scenarios within the module will also serve as formative checks to reinforce learning and assess understanding. At Level 3 (Behavior), HR will observe managers conducting interviews one to three months after training and use a standardized checklist to evaluate whether key interview techniques are being applied. For Level 4 (Results), HR will monitor outcomes such as reductions in compliance issues, improvements in candidate feedback, and fewer interview-related concerns reported to HR. Data sources will include LMS reports, observation checklists, and quarterly feedback from HR and candidates. Both quantitative and qualitative data will guide ongoing improvements, with evaluation results reviewed quarterly and a full course review conducted annually.
Part 3: Design Approach
- Format:
The course will be fully online and asynchronous, allowing managers to complete it at their convenience.
- Explanation of Format Choice:
Given the operational demands of the 24-hour pharmaceutical manufacturing environment, requiring managers to attend live training would significantly impact daily operations. The asynchronous format eliminates this burden by offering flexibility, enabling managers to complete the course without disrupting their work schedules.
- Flow/Sequence of Course:
The course will be structured in sequential modules, each focused on a specific aspect of conducting effective interviews. Participants must complete the course in its entirety and in the intended order to ensure comprehension and retention of key concepts.
- Technologies/Approaches:
I will use Articulate Storyline to build the course, which will be hosted on the ComplianceWire LMS. This ensures easy access and familiar functionality for managers. Interactive elements, simulations, and scenario-based assessments will engage participants and reinforce learning. The course design will incorporate accessibility best practices, such as ensuring high-contrast text and appropriate text alignment to enhance readability for all participants.The course will include engaging, scenario-based simulations addressing interview best practices and effective follow-up questions to reinforce key concepts.
- Acquisition of Learner Needs/Interest Information:
Managers will be surveyed to assess their needs and expectations. The survey results will inform the course’s content and structure, ensuring alignment with their job responsibilities and busy schedules. The asynchronous format should meet the needs of this target audience by providing flexibility and ease of use.
- Team:
I will be the subject matter expert for the course, as I have a Human Resources background and multiple years of interviewing experience. I will also have responsibility for the design and development of the course. I will also be responsible for uploading the course to the LMS and assigning it to the appropriate participants.
Part 4: Implementation
- Context:
The course will launch in August 2025 on the organization’s ComplianceWire LMS, allowing managers to access the training as needed. The course will be fully online, self-paced, and accessible to all targeted managers across the organization.
- Approval/Organizational Buy-In:
The project has received approval from the Human Resources Department, and key program stakeholders have expressed strong support for the project’s goals, recognizing its alignment with organizational growth and compliance needs.
- Time/Budget Constraints:
The project design and development are estimated to take 200 hours, and the organization has provided the necessary approval for both time and resources. There are no anticipated additional costs for software, as we will utilize our existing subscription to Articulate Storyline.
- Resources Needed/Available:
All resources, including software, subject matter expertise, and development time, are secured and provided by the organization. The e-learning designer will apply best practices for accessibility to ensure the course meets the diverse needs of the audience.
- Relevant Organizational Considerations:
The pharmaceutical manufacturing environment requires flexible, self-paced training solutions to avoid disruptions in operations. The course’s asynchronous format allows managers to complete training at their convenience, supporting both operational demands and learning needs.
- Technical Support Expectations/Plan:
The Quality Assurance Department, which manages the LMS, will provide technical support for any LMS-related issues. This ensures that participants receive prompt assistance, maintaining a seamless learning experience.