Blended Learning Curriculum Design Training Course

Duration 5 days 10 modules · 33 contact hours
Level Intermediate Certificate on completion
Who attends Learning and Development Managers, Instructional Designers and others
Fee from USD 1,100 KSh 95,000 for Kenyan organisations
Where 52 cities + online See dates by city
Next start 16 Nov 2026 Course code SD-LD-290

Before you join: Participants should have experience contributing to, commissioning or delivering workplace learning, such as workshops, virtual sessions, e-learning or onboarding.

Dates & prices

Two start dates a month in every city, and live online on weekdays or weekends. Fees are per participant; classroom fees include tuition, materials, lunch and refreshments, and the certificate.

Suggest a date or city

Showing the next six months. Later dates, other cities and private deliveries for your team are available on request.

Course overview

Blended learning programmes often fail because classroom sessions, virtual workshops, e-learning, manager support and performance tasks are designed as separate events rather than one curriculum. Learners repeat content, miss essential practice, or cannot apply learning at work. Learning teams also face practical constraints: limited release time, mixed digital confidence, mandatory content, dispersed audiences, accessibility needs and evidence requirements for programme investment.

This course equips participants to design a coherent blended curriculum from business need through evaluation. Participants define performance outcomes, analyse learners and work contexts, select appropriate learning modalities, sequence learning over time, and specify assessment evidence. The course applies ADDIE, backward design, Bloom's taxonomy, Gagné's Nine Events of Instruction, Kirkpatrick evaluation and xAPI-informed learning data. It addresses the design of classroom, virtual instructor-led, self-paced digital, social and workplace learning components, including manager-supported transfer.

Teaching combines short instructor briefings with analysis of realistic workforce learning cases, including regulatory training, leadership development, systems implementation and customer-service capability. Participants review sample curriculum architectures, critique learning assets, make modality decisions under operational constraints, and build elements of a blended curriculum during the week. Each participant leaves with a documented blended learning curriculum design pack: audience analysis, performance map, modality rationale, learning pathway, assessment plan, evaluation measures and implementation actions.

The course is suited to L&D professionals who already create or manage learning interventions and now need stronger curriculum-level design discipline. It is relevant to teams serving banks, government agencies, multinationals, NGOs and large corporate functions where learning must be scalable, auditable and demonstrably connected to job performance.

What you will be able to do

  • Analyse performance needs using stakeholder interviews, task analysis and learner personas
  • Define measurable curriculum outcomes using backward design and Bloom's taxonomy
  • Select classroom, virtual, digital and workplace modalities using explicit decision criteria
  • Sequence blended learning pathways using prerequisite maps, spacing and retrieval practice
  • Write learning objectives and assessment criteria aligned to workplace performance evidence
  • Design virtual and digital learning components using Gagné's Nine Events of Instruction
  • Build a curriculum evaluation plan using Kirkpatrick levels and xAPI data requirements
  • Produce a blended curriculum design pack for a defined organisational learning need

Benefits of attending

For you

  • Design credible blended curricula rather than assembling disconnected learning activities
  • Make defensible modality choices when stakeholders request classroom-only or digital-only solutions
  • Create assessment plans that demonstrate workplace capability, not attendance alone
  • Use a repeatable curriculum design process for future programmes and client briefs
  • Present curriculum recommendations with clearer rationale, costs, dependencies and evaluation measures

For your organisation

  • Reduces duplicated content across workshops, e-learning, virtual sessions and job aids
  • Improves transfer through planned practice, manager support and workplace application
  • Creates consistent design documentation for procurement, governance and quality assurance
  • Targets learning investment at verified performance gaps and priority audience segments
  • Produces evaluation evidence linking participation, capability development and operational measures

Course modules

10 modules over 5 days

Participants can frame a blended curriculum around a defined business and performance need.

  • Business outcomes distinguished from learning activity and content requests
  • Performance consulting questions that clarify the real capability requirement
  • ADDIE phases used to govern curriculum design decisions
  • Curriculum scope defined through audience, roles, risks and constraints
  • Blended learning components mapped across formal, social and workplace learning
  • Stakeholder roles established using a RACI responsibility matrix

Participants can gather and interpret evidence needed to design for actual job performance.

  • Task analysis separates critical decisions, actions, knowledge and conditions
  • Learner personas built from role data, experience and digital access
  • Current-state performance evidence gathered through interviews and operational metrics
  • Gap analysis distinguishes skill deficits from process or resource barriers
  • Journey mapping identifies moments where support is needed during work
  • Accessibility requirements captured using WCAG-informed learner access questions

Participants can construct an outcome-led curriculum architecture with aligned learning objectives.

  • Backward design starts with observable workplace performance evidence
  • Bloom's taxonomy verbs matched to knowledge, skill and judgement outcomes
  • Terminal and enabling objectives sequenced through prerequisite relationships
  • Competency maps connect curriculum outcomes to role standards
  • Learning architecture separates core, optional and role-specific pathways
  • Content boundaries prevent curriculum overload and repeated instruction

Participants can choose learning modalities using performance, audience and delivery criteria.

  • Modality decision matrix compares practice, scale, risk and access
  • Classroom learning reserved for complex practice, feedback and peer challenge
  • Virtual instructor-led sessions designed for interaction rather than presentation
  • Self-paced digital modules applied to concepts, demonstrations and checks
  • Workplace assignments target consequential tasks under real operating conditions
  • Social learning channels support peer exchange, coaching and problem solving
  • Manager involvement specified through briefing guides and observation prompts

Participants can sequence a blended pathway that supports retention and progressive performance.

  • Prerequisite maps identify required knowledge before higher-risk performance tasks
  • Spacing schedules distribute learning episodes across realistic work periods
  • Retrieval practice inserts low-stakes recall before application activities
  • Interleaving combines related tasks to strengthen discrimination and judgement
  • Learning pathways show entry points for novice and experienced audiences
  • Time-on-task estimates test pathway feasibility against release-time constraints

Participants can specify instructor-led and virtual sessions that build applied capability.

  • Gagné's Nine Events structure attention, instruction, practice and feedback
  • Demonstration-practice-feedback cycles develop procedural and interpersonal skills
  • Case method designs decisions with incomplete evidence and competing priorities
  • Virtual session run sheets allocate interaction, breakout work and debriefs
  • Facilitation guides define prompts, timings, materials and quality controls
  • Inclusive participation techniques address language, hierarchy and remote attendance

Participants can define supporting assets for self-paced, social and workplace learning.

  • Microlearning assets target one decision, procedure or recurring knowledge need
  • Scenario-based e-learning uses branching consequences and credible workplace choices
  • Performance support tools provide checklists, decision trees and job aids
  • Communities of practice structured around cases, questions and shared resources
  • Coaching prompts connect manager conversations to observable performance behaviours
  • Content governance assigns ownership, review cycles and version control

Participants can design assessments that generate valid evidence of curriculum outcomes.

  • Assessment blueprint aligns objectives, evidence types and performance standards
  • Knowledge checks distinguish recall, interpretation and applied decision making
  • Authentic assessment replicates consequential tasks, constraints and quality criteria
  • Rubrics define observable criteria, performance levels and assessor guidance
  • Formative feedback planned before high-stakes performance assessment points
  • Reliability risks reduced through assessor calibration and sample moderation

Participants can establish evaluation measures and improvement cycles for a blended curriculum.

  • Kirkpatrick levels matched to decisions leaders need evaluation to inform
  • Logic models connect inputs, activities, outputs, outcomes and assumptions
  • xAPI statements specify meaningful learning and performance data events
  • Baseline measures established before implementation where performance comparison matters
  • Evaluation dashboards distinguish participation, capability, transfer and business indicators
  • After-action reviews prioritise curriculum changes using evidence and stakeholder feedback

Participants can prepare a governed implementation plan for a blended curriculum.

  • Curriculum design document records rationale, pathway, assets and assessment decisions
  • Production plans sequence content development, review, pilot and release activities
  • Pilot criteria test usability, timing, learner response and performance evidence
  • Risk registers address technology, capacity, accessibility and stakeholder dependencies
  • Quality assurance checklists review alignment, inclusivity, accuracy and maintainability
  • Ninety-day application plan schedules stakeholder actions and design milestones

Exercises and examples are adapted to each cohort's sectors and roles.

What you take back to work

  1. Blended curriculum design brief template
  2. Learner persona and performance analysis template
  3. Modality decision matrix
  4. Blended learning pathway map
  5. Assessment blueprint and rubric template
  6. Kirkpatrick evaluation and xAPI measurement plan

Who should attend

  • Learning and Development Managers — responsible for coherent learning portfolios and measurable capability outcomes
  • Instructional Designers — designing multi-modal programmes beyond individual courses or modules
  • Learning Consultants — translating client performance needs into implementable curriculum architectures
  • Talent Development Specialists — connecting development pathways to role, career and succession requirements
  • HR Business Partners — commissioning learning that addresses defined workforce performance gaps
  • Subject Matter Experts — contributing accurate content within a structured learning design process

Skills and tools covered

Curriculum architectureModality selectionLearning pathway designAssessment alignmentLearning evaluationTransfer planning

Tools and standards

ADDIE, Bloom's Taxonomy, Kirkpatrick Model, xAPI

How the course runs

Training methodology

The course uses short briefings to introduce design methods, followed by case analysis, group design work and structured critique. Participants work with realistic briefs that include business goals, learner data, operating constraints and stakeholder demands. Simulations test modality choices, curriculum sequencing and assessment decisions against budget and release-time limits. Facilitated reviews compare alternative designs and identify trade-offs. Individual application planning converts course methods into a practical design pack for a current or forthcoming learning initiative.

Requirements and prerequisites

Participants should have experience contributing to, commissioning or delivering workplace learning, such as workshops, virtual sessions, e-learning or onboarding. They should be comfortable discussing job roles, performance requirements and stakeholder needs. Familiarity with basic learning objectives is helpful but not essential. The course does not require instructional design certification, programming skills, graphic design capability, a learning management system, or prior experience creating digital learning. Participants will benefit from bringing a real learning requirement, although this is not mandatory.

A typical training day

08:30 – 10:30First session
10:30 – 10:45Refreshment break
10:45 – 12:30Second session
12:30 – 13:30Lunch and networking
13:30 – 15:00Third session
15:00 – 15:15Refreshment break
15:15 – 16:30Workshop and daily review

Live online deliveries follow the same structure in East Africa Time, with shorter screen blocks and longer breaks.

What the fee includes

  • Instruction by a practitioner facilitator
  • Full course workbook and materials
  • Exercise files, templates and case studies
  • Refreshments and lunch on classroom deliveries
  • Certificate of completion
  • Post-course application plan

Frequently asked questions

You should have some experience of workplace learning, HR development, programme delivery or subject-matter contribution. You do not need an instructional design qualification, e-learning authoring skills or technical development experience.

Bring a current or planned learning requirement if possible, such as an onboarding, compliance, leadership, systems or service programme. Useful material includes target audience details, business objectives, existing content and known delivery constraints.

It is designed for L&D managers, instructional designers, learning consultants, talent specialists, HR business partners and subject matter experts. It is most useful for people designing curricula that combine several learning formats over time.

E-learning design courses focus on digital learning assets, while facilitation courses focus on running sessions effectively. This course addresses the architecture of the full learning journey: what each component should do, how components connect and how outcomes are assessed.

You can use the design pack to structure a new programme or review an existing one. The templates support stakeholder conversations about scope, modality, release time, assessment, manager support and evaluation.

The five days provide approximately 32.5 contact hours, delivered from 08:30 to 16:30 each day. Time is divided between instructor input, case-based design decisions, group work, critique and individual application planning across ten modules.

Questions about this course?

Ask about dates, fees, group bookings or running it for your team. Our training team replies by email.

Ask on WhatsApp info@skillsetdevelopment.com

More courses in Learning & Development

Learning & Development AI for Learning and Development Training Course 10 days · from USD 2,200 · next 16 Nov Learning & Development Active Learning and Flipped Classroom Training Course 5 days · from USD 1,100 · next 16 Nov Learning & Development Artificial Intelligence in Learning and Development Training Course 10 days · from USD 2,200 · next 16 Nov Learning & Development Blended Learning Facilitation Training Course 5 days · from USD 1,100 · next 16 Nov Learning & Development Coaching Skills Training Course 5 days · from USD 1,100 · next 16 Nov Learning & Development Coaching and Mentoring Skills Training Course 5 days · from USD 1,100 · next 16 Nov Learning & Development Coaching for Performance Training Course 5 days · from USD 1,100 · next 16 Nov Learning & Development Virtual Training Delivery Training Course 5 days · from USD 1,100 · next 16 Nov