3 Effective ID Techniques for Performance-Based Outcomes

3 Effective ID Techniques for Performance-Based Outcomes

3 Effective ID Techniques for Performance-Based Outcomes

Training programs are generally successful when they aim towards designing a course which not only provides the knowledge the learner is looking for but also help the learner analyze how to apply this knowledge on the job. The answer to this question would be the use of performance-based training. Performance-based training focuses on teaching new skills and knowledge, sets expectations and gives feedback on the performance.

Today, many organizations want performance-based training programs to be included in employee training sessions because it results in desired performance outcomes for the organization.

Among the various instructional design techniques, I found the following three to be very effective for performance-based outcomes:

Scenario-based teaching:

Here, the learner is given a scenario (dramatic/real-time situation) and is challenged to solve a problem or be involved in a decision-making activity. The role of the learner would be the one which he or she actually plays in real life.

It results in a highly interactive and engaging learning and the feedback helps the learner understand the ‘problem-solving techniques of the SMEs.

Simulations technique:

Simulations are used to teach one use a software application. It can be used to teach procedures in a guided form of teaching style. The learner will have a “watch-try-do” environment where they can use the application on a trial and error basis.

Learners get hands-on experience on the software or the procedure to be followed which results in improved job-performance.


Videos are commonly used to show factual information and to develop technical and soft skills. They also make a high impact on the learners because they show real-life situations and are more entertaining than a trainer explaining the same.

Videos result in high retention rate as they depict real-life situations which learners can relate to easily.

As an instructional designer, I usually use the above techniques for performance-based outcomes. I would like to know what effective techniques you use for performance-based outcomes. Do share your thoughts.

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  • Michael J. Spangle

    A brief, but most interesting, article. A very wise Training Manager once told me that my most important function in training was to help Line Management identify the optimum method for improving performance. With that focus in mind I would say that any training which was not performance-based would be regarded as of little or no value to the line manager.

    In the nuclear world scenario-based teaching helps the plant equipment Operator to handle the dynamics of an operational plant, both under normal, and abnormal, conditions. For the maintenance person, scenario-based training helps in evaluating Operating Experience, as well as the associated lessons learned.

    Simulations-based training, for the Operator, allows them to actually see the effects of changing plant conditions as they affect control room indications/alarms/etc.. The maintenance person would use simulations-based training to work on real plant equipment, but without all the hazards of actal plant conditions (steam, elevated temperatures/radiation/etc.)

    Videos are ok, to a point. they are most useful in showing eqipment as it is being operated and/or maintained in “real-time” before actually putting their hands on the equipment.