Learning Experience Designer , Ring Global Learning and Quality

As a Learning Experience Designer at Ring, you will analyze, design, develop, and evaluate training solutions that align with business objectives. You'll collaborate with stakeholders to gather requirements, create engaging multimedia learning content, and ensure consistency across various programs. Measuring the effectiveness of training and conducting needs assessments are also key components of this role.

To qualify for the Learning Experience Designer position at Ring, you should have a Bachelor's degree in Instructional Design, Education, Business, or a related field. You’ll need at least 3 years of experience in instructional design and training development, along with proficiency in authoring tools like Articulate 360. Strong project management and communication skills are essential, as is a creative mindset for problem-solving.

At Ring, we value a mix of skills for the Learning Experience Designer role including advanced multimedia development capabilities, experience with instructional design methodologies, and the ability to apply adult learning principles. Strong project management skills, the ability to work cross-functionally, and expertise in utilizing data to drive program improvements are also highly regarded.

A Learning Experience Designer at Ring will handle diverse projects including the creation of e-learning courses, instructor-led training materials, and developing job aids. You’ll also be responsible for conducting needs assessments, implementing process improvements, and ensuring training content is engaging and effective for global associates.

Ring is dedicated to enhancing the learning and development of its Customer Support associates through comprehensive training programs. We focus on onboarding, product knowledge, coaching, and leadership development to ensure associates provide a world-class customer experience. Our Learning Experience Designers play a crucial role in creating and improving these programs to empower our global workforce.

Absolutely! When approaching instructional design, I typically follow the ADDIE model: Analysis, Design, Development, Implementation, and Evaluation. Initially, I analyze the needs of the audience and the desired outcomes, design a storyboard, develop engaging content, implement it through various means, and finally evaluate its effectiveness through assessments and feedback.

I am proficient in several instructional design tools including Articulate 360 and Storyline, which I use for e-learning course development. I also have experience with other authoring tools, multimedia editing software, and Learning Management Systems to ensure a seamless learning experience.

I utilize a variety of methods to measure training effectiveness, such as assessments, completion rates, feedback surveys, and performance metrics. After training sessions, I analyze the data collected to identify areas for improvement and adjust the content or delivery methods accordingly.

In my previous role, I managed a project with tight deadlines and multiple stakeholders. To handle this, I prioritized tasks, held regular check-in meetings to ensure alignment, and utilized project management software to track progress. Proactive communication was key in navigating challenges and meeting our deliverables on time.

I regularly attend webinars, participate in professional development workshops, and follow industry leaders on social media. Also, I subscribe to relevant journals and forums where I can learn about new technologies and instructional strategies to enhance my skills and knowledge.

My approach to designing a multimedia training program begins with understanding the learning objectives and audience demographics. Then I create a storyboard that outlines the flow of content, ensuring the multimedia elements – such as videos, graphics, and interactive components – are strategically placed to enhance learning and engagement.

Feedback is essential in my design process. I actively seek input from subject matter experts and end-users during the development phases to ensure the content meets their needs. Post-implementation, I collect feedback on the training effectiveness and make necessary adjustments to improve future iterations of the instructional materials.

Certainly! In my recent training program, I applied adult learning principles by incorporating real-life scenarios and interactive elements that promote active engagement. I also ensured that the training allowed for self-paced learning, giving participants the option to revisit content and reflect on key takeaways, which are crucial for adult learners.

Collaboration is vital in instructional design. Working closely with subject matter experts and stakeholders allows for the integration of diverse perspectives and expertise, leading to richer content and more effective training solutions. Collaborative efforts ensure that all necessary viewpoints are considered and that the training is relevant and applicable.

To handle competing priorities, I start by assessing the urgency and impact of each task. I use project management tools to organize my workload and identify critical deadlines. Effective time management and communication with team members help ensure that all projects progress smoothly while maintaining quality.