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Education and Training Course

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Education, Humanities and Social Sciences

Education

Education and Training Course

For all levels

Education and Training Course

Master the full spectrum of educational science and training design, from learning theory to strategic programme management. This course equips you with the frameworks, tools, and practical skills that professional trainers and instructional designers rely on every day. Whether you're building your first training programme or elevating an entire learning function, this is where expertise begins.

Dedika for businesses

What you will learn:

You will gain a thorough understanding of how adults learn and how to design training that produces real behaviour change on the job. You will conduct needs analyses, write measurable learning objectives, and apply proven instructional design models such as ADDIE. You will develop skills in facilitation, assessment construction, curriculum mapping, and technology-enhanced learning design. You will also learn how to align training strategy to organisational goals, build business cases for training investment, and use learning analytics to drive continuous improvement. By the end, you will have the knowledge and tools to manage a professional training function with confidence.

How you study in practice Education and Training Course

How you practise Education and Training Course

For businesses looking to train their team

With Dedika for businesses, the course includes exercises and examples tailored to your own business and the way your company needs.

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Course content

8 Chapters • 40 LessonsDuration between 4 and 360 hours (you decide)

Chapter 1See details

Foundations of Educational Science

Lesson 1 • Defining Educational Science
Introduces the scope, history, and interdisciplinary roots of educational science. Connects theoretical origins to modern training practice.
Lesson 2 • Core Learning Theories
Examines behaviourism, cognitivism, and constructivism as foundational frameworks. Each theory is linked to specific instructional strategies used in professional training.
Lesson 3 • Ethical Foundations in Training
Establishes professional ethics, learner rights, and inclusive practice standards. Provides a values framework that underpins all subsequent instructional decisions.
Lesson 4 • Learning Styles and Preferences
Analyses models of learning preferences and their evidence base. Guides trainers in designing inclusive, multi-modal instruction.
Lesson 5 • How Adults Learn
Covers andragogy and self-directed learning principles specific to adult learners. Distinguishes adult learning needs from traditional pedagogy.

Chapter 2See details

Needs Analysis and Training Planning

Lesson 1 • Data Collection Methods
Covers surveys, interviews, observation, and document review as needs analysis tools. Teaches selection and triangulation of methods for reliable gap identification.
Lesson 2 • Training Plan Development
Translates prioritised needs into a structured training plan with scope, timeline, and resources. Establishes the planning document as a contract between designers and stakeholders.
Lesson 3 • Understanding Performance Gaps
Distinguishes training-solvable performance gaps from systemic or motivational issues. Prevents costly training interventions that cannot address root causes.
Lesson 4 • Analysing and Prioritising Needs
Teaches synthesis of collected data to rank training needs by urgency and impact. Produces a prioritised needs statement that guides resource allocation.

Chapter 3See details

Instructional Design Principles

Lesson 1 • Designing Learning Materials
Guides creation of participant guides, job aids, and slide decks aligned to objectives. Applies visual design and readability principles to instructional materials.
Lesson 2 • Content Analysis and Sequencing
Covers task analysis, content mapping, and logical sequencing of instructional material. Ensures learners encounter content in an order that supports progressive skill building.
Lesson 3 • Writing Learning Objectives
Teaches how to write measurable, action-oriented learning objectives using Bloom's Taxonomy. Objectives drive all subsequent design, assessment, and delivery decisions.
Lesson 4 • Systematic Design Models
Introduces ADDIE and other iterative design frameworks as structured processes. Positions systematic design as the backbone of professional course development.
Lesson 5 • Selecting Instructional Strategies
Matches instructional strategies to learning objectives and learner characteristics. Builds a repertoire of methods including direct instruction, inquiry, and problem-based learning.

Chapter 4See details

Facilitation and Delivery Techniques

Lesson 1 • Virtual and Hybrid Delivery
Adapts facilitation techniques for synchronous online and hybrid training environments. Addresses platform tools, engagement challenges, and technical contingencies.
Lesson 2 • Questioning and Discussion Techniques
Teaches Socratic questioning, open-ended prompts, and structured discussion facilitation. Develops learner critical thinking and deepens content retention.
Lesson 3 • Engaging Diverse Learner Groups
Provides strategies for managing mixed-ability, multicultural, and resistant learner groups. Connects engagement techniques to adult learning principles from earlier chapters.
Lesson 4 • Managing Training Logistics
Covers room setup, timing, materials management, and contingency planning for live sessions. Ensures smooth delivery by addressing operational variables before and during training.
Lesson 5 • Principles of Effective Facilitation
Defines facilitation as distinct from lecturing and establishes learner-centred delivery norms. Frames the trainer's role as a guide who activates participant knowledge.

Chapter 5See details

Assessment and Evaluation Design

Lesson 1 • Using Data to Improve Training
Teaches analysis and interpretation of assessment and evaluation data for programme revision. Closes the design loop by feeding data back into needs analysis and redesign.
Lesson 2 • Designing Knowledge Assessments
Covers multiple-choice, short-answer, and scenario-based question construction. Teaches item-writing rules that ensure questions measure intended knowledge accurately.
Lesson 3 • Performance and Skills Assessment
Develops assessment criteria, checklists, and observation tools for assessing applied skills. Connects performance assessment to real workplace competency standards.
Lesson 4 • Assessment Fundamentals
Distinguishes formative from summative assessment and aligns each to instructional objectives. Establishes validity and reliability as non-negotiable assessment quality standards.
Lesson 5 • Training Evaluation Frameworks
Applies multi-level evaluation models to measure reaction, learning, behaviour, and results. Positions evaluation as a continuous improvement mechanism, not a one-time event.

Chapter 6See details

Curriculum Development and Mapping

Lesson 1 • Curriculum vs. Course Design
Clarifies the distinction between single-course design and multi-course curriculum architecture. Establishes curriculum as a strategic tool for building sustained organisational capability.
Lesson 2 • Competency Frameworks
Teaches construction and use of competency frameworks as the foundation for curriculum design. Links competencies to job roles, performance standards, and learning pathways.
Lesson 3 • Curriculum Mapping Techniques
Covers horizontal and vertical curriculum mapping to ensure coherence and eliminate redundancy. Produces visual maps that communicate curriculum logic to stakeholders.
Lesson 4 • Curriculum Review and Revision
Establishes systematic processes for reviewing and updating curricula in response to change. Integrates evaluation data and stakeholder feedback into revision cycles.
Lesson 5 • Learning Pathways and Progressions
Designs role-based and skill-based learning pathways that guide learners through a curriculum. Personalises progression whilst maintaining alignment to organisational competency goals.

Chapter 7See details

Technology-Enhanced Learning Design

Lesson 1 • Learning Management Systems
Covers LMS selection criteria, course deployment, and learner tracking capabilities. Positions the LMS as the operational infrastructure for scalable training delivery.
Lesson 2 • Mobile and Microlearning Design
Applies microlearning principles to design short, focused learning assets for mobile delivery. Addresses content chunking, push notification strategy, and performance support use cases.
Lesson 3 • E-Learning Design Fundamentals
Introduces e-learning formats, authoring tool categories, and multimedia learning principles. Grounds digital design decisions in cognitive theory from earlier chapters.
Lesson 4 • Interactive and Scenario-Based E-Learning
Teaches design of branching scenarios, simulations, and interactive exercises for online courses. Builds learner decision-making skills through consequence-driven digital practice.
Lesson 5 • Accessibility in Digital Learning
Teaches universal design principles and accessibility standards for digital learning content. Ensures all learners, including those with disabilities, can access and engage with training.

Chapter 8See details

Strategic Training Management

Lesson 1 • Continuous Improvement in Training Strategy
Applies quality improvement cycles to the strategic management of the training function. Integrates learner, stakeholder, and business data into ongoing strategic refinement.
Lesson 2 • Aligning Training to Organisational Strategy
Connects training investment to strategic business goals using alignment frameworks. Positions the training function as a driver of organisational performance, not a cost centre.
Lesson 3 • Managing Training Projects
Applies project management principles to training development and delivery cycles. Covers scope, scheduling, resource management, and stakeholder communication.
Lesson 4 • Measuring Training Function Performance
Establishes key performance indicators and dashboards for the training function as a whole. Enables data-driven decisions about programme investment, scaling, and discontinuation.
Lesson 5 • Building a Business Case for Training
Teaches construction of evidence-based business cases that justify training investment. Covers cost-benefit analysis, ROI estimation, and executive communication strategies.
Lesson 6 • Building Trainer Capability
Designs systems for recruiting, developing, and evaluating internal and external trainers. Ensures consistent delivery quality across a distributed training workforce.

Certification

Your valid completion certificate

This course is for you:

HR professional: ready to move beyond administration into structured learning design.
New corporate trainer: seeking a solid theoretical and practical foundation to build on.
Subject matter expert: transitioning into a formal training or facilitation role.
Team leader or manager: responsible for developing staff skills without dedicated L&D support.
Career changer: drawn to learning and development from teaching, coaching, or consulting.
L&D coordinator: looking to grow into a senior designer or training manager position.

What our students say

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