PEbAAL which stands for “Performance-based Experiential, Adaptive and Agile Learning” is an instructional design process that is targeted to fix a performance problem or gap when workers lack the essential skills and knowledge for a specific job responsibility, competency or task. The PEbAAL process combines experience in two key areas, performance improvement and instructional design.
The ultimate aim of our program is to boost the overall performance of the organization. Under the PEbAAL approach, participants will initially undergo a pre-test to evaluate their existing knowledge and skills. During the course (both face to face or elearning or hybrid), each learner will be evaluated individually and post course follow up can be developed to suit the needs of learners with different capacities and levels of readiness to move to the next level.
The use of PEbAAL includes tools and practices for:
- Identifying learning and development goals
- Understanding the learners and their work setting
- Resources and requirements to boost performance
- Job responsibilities and major job tasks set against the organization’s KPI
- Identification of essential skills and knowledge needed for higher performance
- Learning assessment methods
- Learning activities, materials, approaches and instructional strategy at the workplace
- Materials development
- Preparation for implementation
PEbAAL uses a step-by-step process with practical tools. As the development team follows the process, it is often appropriate to go back to an earlier step and refine the outputs to make the education or training program focused, efficient and effective. Ultimately, this would result in higher performance at the workplace.
The PEbAAL process is flexible and seeks to promote agility and adaptiveness. Depending on the situation, it may be possible to use only portions of the process, or enter the process at steps other than the first step. Experience shows that the first few steps usually occur in tandem.
Steps in the PEbAAL Approach
- Specify the learning goal related to the gap in skills and knowledge at the workplace.
- Learn about the learners and their work settings.
- Identify existing resources and requirements for training and learning that suits that worker or groups of workers.
- Determine job responsibilities (or competencies) and major job tasks related to the gap in skills and knowledge of the workers.
- Specify essential skills and knowledge needed to boost performance.
- Document the learning objectives
- Decide how to evaluate the achievement of the learning objectives
- Select the learning activities, materials and approaches and create the instructional strategy for implementation at the workplace that are adaptive and agile in nature to suit the profile of the targeted learners.
- Develop, pretest and revise lessons, learning activities and materials, and learning assessment instruments
- Prepare for implementation
- Implement and monitor learning and logistics
- Assess effectiveness of the learning intervention and revise