Portfolio Project

EDUC 765: Trends and Issues in Instructional Design

By: Laura Williams

Submitted 6/19/2016

PROJECT PROPOSAL MODULE 2

Project Title
Utilizing Company Websites

Sponsoring Organization
NTT Data Federal
According to NTT Data Federals Fact Sheet, their mission is:
NTT DATA Federal works side-by-side with U.S. Federal organizations to
prioritize what is important and define essential outcomes for mission
success. Our proven and collaborative approach to IT Solutions,
Program Management, and Mission Support promotes increased
flexibility, streamlined operations, and improved performance using
fewer resources. Successfully supporting government agencies since
1965, we offer the experience and technical expertise required to
effectively address your agencys current and emerging priorities.

Project Description
According to Adamson (2016), human resources (HR) is important to
employees because it allows employees to stay focused on their job(s).
When HR processes are straight-forward and easy to access and use,
employees spend less time navigating the HR world and more time
conducting the business for which they have been hired. This allows
productivity to remain high and employee frustration to remain low.
Part of the HR process within NTT Data Federal is the use of a number of
websites. HR functions are conducted primarily through websites as a large
number of NTT Data Federal employees work at a client site and never step
foot into the company offices after orientation training on their first day.
Orientation should be a well-structured, concise, and informative training
event. Because many interviews with NTT Data Federal are conducted via
telephone, it is the first exposure new employees have with the company
itself and sets the tone for the employer/employee relationship. As the first
day at a new job is already slightly overwhelming, it is critical that the
orientation training make things as simple and clear as possible. New
employees should leave orientation with the knowledge to conduct their
individual business with the company. Based on survey results, current
orientation training does not meet this objective.

Based on the goals, the opportunities of redesigned orientation training

include:

Knowledge of the purpose of company-related websites.

Knowledge of the location of company-related.

Aim
Promote better service use and employee satisfaction through increased
knowledge of company-related websites.

Target Audience
The target audience would be new employees.

Delivery Options
Orientation training delivery would be handled through face-to-face training.
This method was chosen as it gives new employees a chance to meet HR
representatives in person and to ask specific questions during the session
(new employees are also required to fill out certain paperwork and provide
proof of authorization to work during this session as well). As many
employees never return to the company office after orientation, this face-toface training also gives both employees and the HR staff a chance to make a
human connection.

FRONT-END ANALYSIS: INSTRUCTIONAL NEED MODULE 3

Instructional Need
Based on general company-status surveys, NTT Data Federal employees
expressed frustration with company and company-related website
navigation. Employees mainly consist of direct-billers who are on contract
with other entities, such as the Department of Homeland Security, and
indirect billers on the support staff. Based on the ongoing complaints
received, management decided that training was needed to improve
employee knowledge.
Phase I. A decision was made to collect specific data about Felt needs.
Emailed surveys were selected as the primary method for data collection as
employees are located across the country and frequently at customer sites.
Phase II. Surveys were designed and emailed company-wide (1002
employees). Approximately 25% responded.
Phase III. A frequency count was made for each need identified in the
surveys, which included either company-related (e.g., ability to access
required training) or employee-related (e.g., ability to access benefits and
optional training).
Phase IV. The initial problem identified was with company and companyrelated website navigation. To confirm this, surveys were sent to NTT Data
Federal employees from all sectors of the company, including direct and
indirect charge employees.
Overall, employees are not only having trouble conducting routine business
using company and company-related websites, but they are also unaware of
many of the services (perks) available to them. While almost all were
aware they could conduct basic HR-related tasks (such as medical benefit
selection) online, very few (less than 10% of those who responded) were
aware they could access free online references to include CCNA test
preparation materials and reference books giving information on topics
ranging from health and well-being to business-related skills such as using
Microsoft Excel.
Although one solution to this problem could be to redesign the company
website(s) to make it/them more user friendly, one manager responded that
one reason navigation is complex is because of the nature of the company:
NTT Data Federal is part of NTT Data Americas, which is owned by NTT Data,
a Japanese-based company. Because NTT Data Federal has contracts with the
Department of Defense and Department of Justice, it is required to interact

with NTT Data through a proxy agreement, which keeps many business
aspects separate.
Owing to the required separateness, another method to resolve the issue of
confusion and lack of service utilization is to provide employees with better
information about the services and the steps to access them and navigate
them to achieve a desired result. As this training is already provided during a
four-hour orientation held at the company offices, a follow-up survey was
conducted. Again, the survey was sent to all employees; 12% employees
responded to the second survey.
Of those who responded, 78% chose not helpful, 11% chose slightly
helpful, and 10% chose very helpful (1% did not answer the question)
when asked how helpful orientation training was in helping them understand
company and company-related navigation. When given the opportunity to
provide comments, almost half expressed discontent with the orientation
training as whole. A large number of those who chose not helpful (53%) for
orientation, lack of organization and structure was given as the main reason.
Based on the responses received, it was determined that the problem with
website navigation was not the root cause. Instead, basic orientation
training, which includes website navigation training, was the issue.

FRONT-END ANALYSIS: LEARNER CHARACTERISTICS

MODULE 3
Learner Analysis
Primary Audience

All new employees (mandatory, in person)

Secondary Audience

N/A

General Learner Characteristics

New employees consist of approximately 49% women and 51% men

who range in age on average from 22 to 63; 98% are native-born
Americans and almost 2% are naturalized citizens (under 1% are
foreign nationals) fluency in English is a condition of employment

Entry Characteristics

Employees must have basic computer skills to be able to utilize the

company and company-related websites (as well as training content).
These basic computer skills are a requirement of employment.

Contextual Analysis
Orienting Context

New employees are required to attend the training as a condition of

employment
New employees as an audience are interested in learning how their
new company operates, specifically when it comes to important
benefits, such as medical and dental care elections
New employees may see orientation as an inconvenience, especially if
the location of training is not close to their home or work site

Instructional Context

Based on the number of new employees and the resources available,

management has decided to hold two orientation sessions per month.
Those who join in between sessions will be required to attend the next
available session

The training location will need to be accessible for employees with

physical challenges
Accommodations will be made on a case-by-case basis for those
employees with seeing or hearing challenges (e.g., full presentation
transcripts, etc.); based on historical information, this is a rare
occurrence
A conference room with seating for up to 5 employees will be required.
A computer with access to a projector will be required to display a
presentation and websites
Water, coffee and light refreshment will be made available (quantity
based on scheduled number of attendees)
New employees will provide their own transportation to and from
orientation

Technology Inventory

Five additional computers will be required for new employees to

complete training tasks

Transfer Context

Employees will use some of the training immediately to access benefit

elections.
Portions of training will be used within a short period of time (e.g.,
timecards, pay stub information, required training). A smaller portion of
training may or may not be used by the employee at all (e.g., online
resources and optional training).
Support for topics in training will remain the responsibility of the HR
department; support for computer access will remain the responsibility
of the IT department.

INSTRUCTIONAL IMPACT BASED UPON LEARNER

CHARACTERISTICS
Application of Learning Theories
Experiential Learning

Ensure that employees are fully aware of the benefit of the training.
Understanding the relevance of the training is key to increasing the
motivation of the employees to learn.
Because doing will facilitate learning, the strategy is to provide
computers for employees to be able to not only practice what is being
taught, but also to explore the websites on their own in a supportive
environment. This will cement the process in the minds of the
employees; it would also allow them to discover additional content with
the ability to ask questions of the instructor during the process.
Training would not be graded or evaluated except through the comfort
level of the employees in achieving the basic tasks required of them.

Characteristics of Adults as Learners (CAL)

Prior to an orientation training session, attendees could be surveyed to

find their general comfort level with website use. If all employees are
skilled in this area, training can focus on more advanced aspects of
website navigation. If one or more employees are less skilled, an
additional instructor could be made available to give them more
personalized attention while the rest of the employees moved on to the
advanced navigation portions.
Employees should be able to choose the order in which they attempt to
navigate the websites and/or tasks; this will allow them to focus on the
areas that mean the most to them

Application of Motivational Theories

In this situation, appealing to intrinsically motivated employees may not be
practical as there is not time to get to know each employee to find out his or
her individual motivation. However, focusing on the topic at hand rather than
a pass or fail situation may inherently work for the intrinsically motivated
employee. In addition, the training will cover topics that are directly relatable
to the employees. While some benefits (such as navigating companysponsored training sites) may not apply to all employees, the ability to focus
on the areas that do appeal should offset this.

Appealing to employees who are extrinsically motivated may be easier by

discussing upfront the benefits of learning orientation material. Because this
training is essentially a one-time event for new employees, the concern of
escalating rewards and punishments is not present.

Impact of a Diverse Audience on Instruction

Cultural diversity (limited though it may be) should not be a large concern in
this training. All employees are required to be fluent in English as a condition
of their employment. In addition, other cultural concerns, such as religious
observances, should also not be a big concern as training is short in duration
(estimated 4 hours or less). However, if this is shown to be a larger concern
than expected, the ability to work independently during the training session
means that individual employees have the ability to take a break at will.

TASK/GOAL/PERFORMANCE ANALYSIS MODULE 5

Goal Analysis
Step 1 - Write down the goals.
Original goals:

Knowledge of the purposes of company-related websites

Ability to navigate to company-related websites

Step 2 - Write down everything a learner would have to say or do for

you to agree that the learner has achieved the goal. This is not a list
of what you will need to do as the instructional designer or teacher.
Knowledge of and/or ability to:

State the purpose of the NTT Data portal.

Navigate to the NTT Data Portal.
State the purpose of the NTT Data Federal portal.
Navigate to the NTT Data Federal portal.
State the purpose of the HR site.
Navigate to the HR site.
State the purpose of the timecard site.
Navigate to the timecard site.
State the purpose of the timecard password change site.
Navigate to the timecard password change site.
State the purpose of the paystub and W4 information site.
Navigate to the paystub and W4 information site.
State the purpose of the company-sponsored optional training site.
Navigate to the company-sponsored optional training site.
State the purpose of the mandatory training site.
Navigate to the mandatory training site.
State the purpose of the evaluation site.
Navigate to the evaluation site.
State the purpose of the employee recognition site.
Navigate to the employee recognition site.

Step 3 - Sort the items Listed in step 2.

Knowledge

Know the purpose of the:

o
o
o
o
o
o
o
o
o
o

NTT Data portal

NTT Data Federal portal
HR website
Timecard site
Timecard password change site
Paystub and W4 information site
Company-sponsored optional training site
Company mandatory training site
Evaluation site
Employee recognition site

Measure of success: Employees understand what the purpose of each of the

company-related websites is.
Skills

Navigate to the:
o
o
o
o
o
o
o
o
o
o

NTT Data portal

NTT Data Federal portal
HR site
Timecard site
Timecard password change site
Paystub and W4 information site
Company-sponsored optional training site
Company mandatory training site
Evaluation site
Employee recognition site

Measure of Success: Employees will be able to navigate to company websites

to perform required functions and access various employee benefits
Step 4 - Write a complete sentence to describe each of the items on
your final list.
Knowledge: Given job aids, employees understand what functions are
required of them, the benefits that are available to them, and the various
websites and username and password requirements needed to utilize them.
Skills: Given job aids, employees will be able to navigate to company
websites to perform required functions and access various employee
benefits.
Knowledge

1.
2.
3.
4.

Who is to know something employees

What are they to know the purpose of each company-related website
Under what conditions are they expected to know it given job aids
How well are they expected to now it to be able to complete
company-related tasks

Skills
1
5.
6.
7.

Who is to do something employees

What are they to do navigate to company-related websites
Under what conditions are they expected to do it given job aids
How well are they expected to do it to be able to complete companyrelated tasks

INSTRUCTIONAL OBJECTIVES MODULE 5

Project (Instructional) Goal
Given job aids, employees understand the purposes of company-related
websites and how to navigate to them.

Terminal Objectives and Enabling Objectives

Given job aids, employees will state the purposes of websites used to
perform company-related tasks. Cognitive Domain
o
o
o
o
o
o
o
o
o
o

State the purpose of the

State the purpose of the
Domain
State the purpose of the
State the purpose of the
State the purpose of the
Cognitive Domain
State the purpose of the
Cognitive Domain
State the purpose of the
site. Cognitive Domain
State the purpose of the
Domain
State the purpose of the
State the purpose of the
Domain

NTT Data portal. Cognitive Domain

NTT Data Federal portal. Cognitive
HR site. Cognitive Domain
timecard site. Cognitive Domain
timecard password change site.
paystub and W4 information site.
company-sponsored optional training
mandatory training site. Cognitive
evaluation site. Cognitive Domain
employee recognition site. Cognitive

Given job aids, employees will navigate to websites used to perform

company-related tasks. Cognitive Domain
o
o
o
o
o
o
o
o
o
o

Navigate to the NTT Data Portal. Cognitive Domain

Navigate to the NTT Data Federal Portal. Cognitive Domain
Navigate to the HR site URL. Cognitive Domain
Navigate to the timecard site URL. Cognitive Domain
Navigate to the timecard password change site URL. Cognitive
Domain
Navigate to the paystub and W4 information site URL. Cognitive
Domain
Navigate to the company-sponsored optional training site URL.
Cognitive Domain
Navigate to the mandatory training site URL. Cognitive Domain
Navigate to the evaluation site URL. Cognitive Domain
Navigate to the recognition site URL. Cognitive Domain

ENABLING OBJECTIVES MATRIX & SUPPORTING CONTENT

MODULE 6
[Paste your Enabling Objectives Matrix from Module 6 here]
Feel free to include your instructional content here or attach it as another
document in the dropbox, as appropriate. It could be a PowerPoint, Word doc,
video, etc.

REFERENCES
NTT Data Federal. (n.d.). NTT Data Federal Fact Sheet. Retrieved from
https://www.google.com/url?
sa=t&rct=j&q=&esrc=s&source=web&cd=2&cad=rja&uact=8&ved=0
ahUKEwiGpPv10evMAhWCQD4KHYo0BeEQFggjMAE&url=http%3A%2F
%2Famericas.nttdata.com%2FIndustries%2FIndustries%2FPublic
%2520Sector%2F~%2Fmedia%2FDocuments%2FFact-Sheets
%2FPublic-Sector%2FNTT-DATA-Federal-ServicesOverview.pdf&usg=AFQjCNF_sAUvONoTo7nOX_p0tX6IHN_rHw&sig2=yf
g4vpW-2hT2IImzwleh0w
Adamson, H. (2016). Why is HR important? Retrieved from
http://www.payscale.com/compensation-today/2009/04/why-is-hrimportant

FINAL PROJECT RUBRIC

Please see the final project rubric at:
http://www2.uwstout.edu/content/profdev/idtrends/Portfolio-Rubric.pdf and
the reflection paper rubric at:
http://www2.uwstout.edu/content/profdev/idtrends/PortfolioRubricReflection.doc