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Assignment 2: Analysis and scoping

Step 1: Who?

Step 2: Why?

Step 3: What?

Step 4: How?




Click on the symbols for the design


Digital Learning Institute. (2021a). Module 2 Design Principles Lesson 2: Learning Outcomes & Bloom's Taxonomy. Retrieved February 25, 2024, from https://courses.digitallearninginstitute.com/courses/take/module-2-design-principles-2021-diploma-programme/multimedia/28345346-lesson-2-learning-outcomes-bloom-s-taxonomy Digital Learning Institute. (2021b). Module 3: Analysis & Definition. Lesson 3: Learning Experience Design. Retrieved March 10, 2024, from https://courses.digitallearninginstitute.com/courses/take/module-3-analysis-definition-2021-diploma-programme/multimedia/28568983-lesson-3-learning-experience-design University of California. (2016). SMART Goals: A How-To Guide Performance Appraisal Planning 2016-2017. Retrieved March 3, 2024, from https://www.ucop.edu/local-human-resources/_files/performance-appraisal/How%20to%20write%20SMART%20Goals%20v2.pdf

The assignment together with the use of DLI templates enabled me to navigate each stage efficiently, streamlining the analysis process and making it more manageable. Constructing learner personas made me realize the importance of understanding their needs, preferences, and technical requirements before diving into the design phase. Drawing from Blooms Taxonomy and SMART methodologies was instrumental in crafting clear and measurable learning objectives and outcomes.The 'what of learning' step has enhanced my understanding of constructing a modular framework that aligns seamlessly with the Learning Outcomes.And the 'how' step broadened my perspective on how many different ways the programme could be carried out and to analyze which was the best one taking into account personas, business needs and resources.


I am the coordinator of "Camps and Projects" at , an NGO in Barcelona. Our department offers English language immersion programs to schools. Our team of teachers works under temporary contracts; they charge for each project they undertake. We experience very pronounced peaks of work, with a significant contrast between high and low seasons. As we cannot provide stable work throughout the year, we tend to lose part of the team between seasons. Previously, we only offered in-person training before the high season began. However, we faced the challenge of needing to hire staff in the middle of the high season without being able to train them adequately. Therefore, I wanted to create an online course with the basic information our workers need to join our team. However, it's worth noting that this training requires an in-person component to complete the practical part effectively.