They each won a $50.00 Amazon gift card for enrolling the first week of registration.
They each won a $50.00 Amazon gift card for enrolling the first week of registration.
Don’t think you have time to take class over the summer? Think again, with our blended classes you’ll finish the semester by mid-June and have the rest of your summer to enjoy. In late May and early June we are offering four blended courses that each meet for only a half day for one week on campus with readings completed beforehand and written assignments completed up to two weeks after the FTF class ends. Last summer, we offered the classes in the same format and students found them highly engaging, very doable, and most importantly, a valuable learning experience. All courses will be taught by Dr. Kathleen Iverson. If you have questions about the class content or schedule, please contact her at firstname.lastname@example.org
HERE IS THE SUMMER LINEUP
Chicago: May 19-23 (Meet Monday through Friday)
TRDV 423 Team Building 9am-12pm
TRDV 445 Executive Coaching 1pm-4pm
Schaumburg June 2-6 (Meet Monday through Friday)
TRDV 455 Facilitation Skills
TRDV 437 Creativity in the Work Place
HOW THE COURSES WORK
One month before the start date, you will receive the syllabus and reading assignments. Then, you’ll meet in class for one week to learn, discuss, and practice the course concepts. Two weeks after the course ends, you’ll submit your final assignment. Each course will also include a Blackboard site where you can access and share resources, but due to the face-to-face aspect of the course, forum activity will be minimal, so you have the best of both worlds–classroom instruction and online convenience. The courses are designed to allow you to take both the morning and afternoon course, if you prefer, and still have time to relax in the evening as assignments during the class week will be minimal.
This fall, MATD students who haven’t yet taken TRDV 451 Instructional Systems Design will be required to take TRDV 470 Instructional Systems Design-2.
To accommodate the department’s shift to a curriculum of eight-week classes in Fall 2014, Instructional Systems Design will spread its content over two courses.
In Part 1, TRDV 451, students will focus on the theory and practical applications of systems models in using instructional design as a performance intervention. Students apply what they’ve learned to an instructional design projects. TRDV 400 is a prerequisite.
In Part 2, TRDV 470, students will build upon knowledge and skill garnered from Part 1 and continue their instructional design projects from the preceding course. The course will focus on designing instruction while staying within budget and meeting deadlines. Students must complete TRDV 451 to take this course.
If you’ve completed TRDV 451 before Fall 2014, don’t worry, you are not required to take TRDV 470.
If you have any questions, contact Program Coordinator Tara Hawkins at email@example.com or 847.619.8734.
TRDV 451 INSTRUCTIONAL SYSTEMS DESIGN-1
Theoretical foundations and practical applications of systems models for the design of instruction as a performance intervention. Strategies for identifying a training problem and application of principles of learning and systematic instruction design using an instructional systems design model. Exploration of strategies and best practices for producing targeted, cost-effective, face-to-face instruction aligned with organizational goals and non-instructional interventions. Students conduct an instructional design project—focusing on the analysis and design phases–over the duration of the course, producing a detailed Instructional Design Plan (IDP).
Prerequisite: TRDV 400
TRDV 470 Instructional Systems Design 2
Building upon the knowledge and skills garnered in Instructional Systems Design-1, students continue an instructional design project—focusing on the development, implementation, and evaluation (implementation) phases–over the duration of the course, producing an Instructor’s Guide and all materials required to deliver a face-to-face instructional session. Students learn to adjust instructional projects based on timeframe and budget. Emphasis is placed on designing instruction that results in transfer of skills to the workplace or other target setting.
Prerequisite: TRDV 451
Registration for summer and fall semester begins March 1st. You can view the schedules now at http://www.roosevelt.edu/Registrar/Schedule.aspx. Register during the first week and you’ll be entered to win one of three, $50.00 Amazon gift cards. You must register by 3/9 to be eligible for the drawing so don’t hesitate- register early!
We are sending registration codes to your RU Mail this week so you will be ready to register on Saturday March 1st. Please contact Tara firstname.lastname@example.org to schedule an advising appointment if you need assistance in selecting classes.
Summer is a great time to pick up electives and we have several being offered as one-week intensives in Chicago and Schaumburg. Additionally, a mix of electives and core courses are being offered online in a 12-week format.
Fall brings exciting changes as we move all TRDV courses to an 8-week format. These changes are intended to improve your learning success and accelerate the time in which you complete your master’s degree. You’ll notice we’ve paired classes together that allow you to get the most out of taking classes in consecutive order. A good example of this is TRDV 439 E-Learning Course Design and TRDV 453 E-Learning Course Authoring:
Please contact Tara email@example.com with any questions concerning the upcoming schedule.
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Hiring managers want to see proof that you can do the job. That proof – also known as professional experience – is the thing that trumps just about all other resume bullet points. You’ve learned a lot of theory and strategies in class, but potential bosses want to know if you can apply that knowledge to problems in the workplace. As a student, or someone breaking into the field, an internship is probably the most effective way to gain real-world experience, and, in a lot of cases, a job.
Students, here’s just a few of the place in Chicagoland offering training and development, instructional design and organizaional development internships.
Mariano’s: Instructional Design Graduate Intern Mariano’s Chicago
McDonald’s Corporation: Instructional Design Intern, Instructional Designer, Global Training, Learning, & Performance
Vibes: Human Resources and Organizational Development Paid Internship
See what’s out there: Don’t forget to visit the jobs page right here on this blog.
Roosevelt Training and Development Grad Assistant Larissa Zando, who interned at McDonald’s Corporate headquarters last summer, not only can vouch for the valuable experience you gain as an intern, but she can tell you how to get the most out of the experience:
Some of you may be transitioning into the training and development field and have no prior work experience within the field. After reviewing some job postings you realize that you need experience to get a job but you need a job to get the experience. On the http://www.rutraining.org blog, I wrote a post called, Are you set up for success? Here are 11 ways to boost your career prospects in the field of training and development and in this I provided ideas to help you establish yourself in the field and one way is to have an internship. Internships are a great way to get hands- on real world work experience. If you are in interested in reading my post, click on the following link. http://rutraining.org/2013/09/30/are-you-set-up-for-success-here-are-11-ways-to-boost-your-career-prospects-in-the-field-of-training-and-development/.
I want to share my internship experience and five tips to help you in your internship. I had an amazing opportunity to intern this past summer at McDonalds Corporation. I interned for the Design team within the U.S. Training, Learning, and Development Department. It was fast paced, I learned a lot about our field and how a large training organization functions. Everyone I met was eager to help me to succeed by providing coaching and advice along the way. The culture at McDonald’s is about building relationships, networking, coaching, and being a family.
Now I will go over my experience on the design team. I experienced a variety of training functions and projects. I attended various meetings such as the Curriculum Owners, Mid-Managers Development (MMD) Project Management, MMD Design Team, MMD Working Sessions, SME review- approval and the dry run for the MMD Advance Class. Attending these meetings allowed me to get a better understanding of what goes into designing, managing, and maintaining curricula and the various stages that are involved.
One of the first projects that I worked on was the People Manager Assessment. I worked with the Subject Matter Experts in revising poorly performing assessment questions, updating the questions in the Learning Management System. As a result, we were able to reduce the average attempts to pass the assessments to less than two attempts. I learned how to write effective questions.
Another project that I worked on was updating the learning outcomes for the MMD Advance Class facilitator guides. Some learning outcomes needed to be revised to be more effective or they were missing for some learning activities. By updating these outcomes, the facilitators will have a better understanding learners outcomes and the course will meet the American Council on Education (ACE) guidelines for approval for college credit.
Other opportunities or projects that I worked on included converting an e-learning course using Articulate Storyline, working with project management tools, and updating the team’s scorecard. I learned how to conduct effective focus groups and write effective questions to get the information that is needed to assess the learning needs and results of the groups. I also took part in training sessions using Saba meeting and participated in a mock Virtual Class. This mock VC allowed one of the designers to update the facilitator guide for a virtual class with instruction on using Saba meeting.
The projects that I worked on had an impact on the overall performance of the organization and the individual learner. The contributions that I made had a direct or indirect impact on the corporation’s and U.S. Training, Learning, and Development Plan-To-Win business plan and vision. The areas that were impacted included maintain and improve the curriculum and tools in the LMS, enhance mid-manager performance and increase curriculum effectiveness and customer satisfaction results.
This internship far exceeded my expectations. It was an amazing three months. It provided me the opportunity to see what goes into designing curriculum from start to finish, the various roles, and how they interconnected. It allowed me to apply the theories that I have learned in my coursework to real-world projects. This internship helped me develop and improve my communication, time management, and project management skills. The biggest takeaway is the relationships that I made here.
Now, the following are five tips that will help be successful in your internship.
Have you participated in a training and development internship? What advice can you provide for others to make their experience a success?
If you’re like most students in the Training & Development program at Roosevelt, pursuit of a master’s or a graduate credential is ultimately about career advancement. Whether you’re an established industry professional looking to sharpen skills or earn a promotion, or you’re a career-changer, like me, trying to break into the field, all of us would benefit from building and enhancing our network of like-minded professionals.
There’s no better way to network than by joining a local industry association, an affiliation that has the added benefit of ongoing education and skills development. The Chicago area is blessed with a number of active associations catering to Training & Development professionals – Chicago International Society for Performance Improvement, Chicago Coach Federation and The Organization Development Network of Chicago, just to name a few – but the region’s best-known and most iconic workplace learning organization is Chicagoland Chapter of the American Society for Training & Development (CCASTD).
CCASTD offers monthly networking and professional development events, which include speakers and seminars on a host of Training & Development topics and issues, in addition to other events throughout the year like webinars, conferences, niche group meetings called Professional Development Networks, and even occasional dinner parties. You don’t have to be a CCASTD member to participate in any of these, although members get discounts on registration fees, so membership pays for itself in fairly short order.
Students should take note of CCASTD’s mentoring program. Some of the more established members volunteer to act as mentors to less experienced members, offering them personalized advice, support, guidance and knowledge as they establish and grow their careers. This program is included in the cost of membership.
Speaking of memberships there is good news about fees: Student membership is about half the price of regular membership rates, so take advantage of that while you can. At $70 for the whole year, it’s a drop in the bucket compared to the cost of school and books. Click here to join.
CCASTD has a mix of members ideal for networking. You’ll find people from all areas of the workplace learning profession – instructional design, organizational development, executive coaching, e-learning development, human resources management, training, human performance improvement – with experience levels ranging from rookies to retirees.
Before I joined CCASTD, I worried my lack of industry experience and my grad student status would peg me as an oddball among the more seasoned members. Nothing could be further from the case. One of the great things about the workplace learning industry is that it attracts friendly people who want to make a positive impact on the lives and careers of others, and that is absolutely reflected in the atmosphere at CCASTD events. The CCASTD community welcomed me from the start, offering support and encouragement as in my new career path. It’s worth noting that about 10 percent of CCASTD members are students, so we’re in good company.
The formal education I’m getting in Roosevelt’s Training & Development program is wonderful, but the informal education I’m getting from CCASTD – the real-time industry insight, the myriad personal perspectives, and the tremendous networking – is at least as valuable. To get ahead in life, you need to be both book smart and street smart. Same goes for finding success in your Training & Development career. By studying at Roosevelt, you’re well on your way being book-smart. Complete the other half of the equation by joining a professional association.