Problem: Canine Cove has a high employee turnover rate, which disrupts daily operations, increases training costs, and impacts the quality of care provided to the dogs. Many new hires leave within the first 30 to 90 days, often due to feeling unprepared, overwhelmed, or unsupported in their roles. 

Solution: An interactive scenario-based e-Learning course was developed to provide an engaging, and supportive training experience. It builds confidence, establishes clear expectations from the start, and gives new team members the tools they need to succeed—ultimately helping to reduce early-stage turnover and retain high-quality staff. 

Audience: New hires taking on the role of Canine Coach that may or may not have experience working with their canine residents. 

Highlights: 

• Scenario-Based and Performance-Base Learning:   Learners step into realistic playroom situations making decisions about dog room assignments, interpreting canine body language and responding to scuffles.

• Microlearning Modules:  Bite-sized lessons on Facility Floorplan and Layout, Canine Body Language and Behavior, Handling a Scuffle. Designed with flexibility in mind, the training allows learners to move at their own pace. 

• Accordion and Tab Interaction:  Used to break down complex topics like assigning dogs to playrooms and situational awareness, allowing learners to explore traits, risk, and strategies at their own pace.

• Drag & Drop Activities:  Profile cards and proactive redirection scenario challenge learners to apply knowledge by placing dogs or actions into the correct category.

• Knowledge Checks:  Matching an scenario-based assessments help reinforce comprehension and provide immediate feedback tied to workplace application.

Creative Process:  This training was developed using the ADDIE model. During the Analysis phase, I conducted research  on process of a dog daycare and through speaking with SMEs, I identified high employee turnover and a lack of preparedness among new hires as key business challenges at Canine Cove Academy & Suites. I clarified the target audience, defined their training needs, and aligned the course objectives with the organization’s goal of improving staff readiness and confidence. 

Grounded in adult learning theory, the Design emphasized scenario-based, learner-centered experiences. I created branching playroom activities, drag-and-drop profile assignments, and job aids to ensure engagement and real-world application. A comprehensive design document established the structure, goals, and instructional strategies, while storyboards outlined visuals, narration, and animations to maintain alignment with the learning objectives.

The Development phase was completed in Articulate Storyline 360 and Rise, incorporating avatars, layered interactions, and knowledge checks. Multiple rounds of peer and SME feedback informed revisions, ensuring the training was interactive, performance-focused, and visually cohesive.

For Implementation, the training was designed to integrate seamlessly into the new-hire onboarding process, allowing staff to build confidence in handling canine body language, room assignments, and conflict resolution before entering the playroom.

Finally, Evaluation included a comprehensive plan using Kirkpatrick’s model. Level 2 assessments were built into the course through knowledge checks and a graded final quiz, while Level 3 evaluation was designed to measure long-term impact. This included follow-up interviews 3–6 months post-training to gauge learner confidence and observed behavior, as well as tracking reductions in conflict-related incidents and improvements in staff retention.

Problem: A bakery owner is adding cookie decorating classes and the cookie decorators on staff who will lack the skills necessary to prep for and facilitate a cookie class.

Solution: A practical e-Learning course was developed to teach current cookie decorators how to prepare, organize, and facilitate a cookie decorating classes for the bakery. Addressing these gaps through specific staff training, it will improve customer satisfaction and increased revenue. 

Audience: Experienced cookie decorators who currently work for the bakery and who will be preparing for, setting up, and facilitating cookie decorating classes.

Highlights: 

• Scenario-Based and Performance-Base Learning:  Learners practice solving real problems, like handling equipment issues or prepping ingredients, and customer greeting practice, to mirror real instructor task and build job-ready confidence.

• Microlearning Modules:  Checking ingredients Quality & Cleaning & Sanitizing Equipment act as bite-size interactions that reinforce foundational knowledge.

• Hot Spot/Marker interaction:  The learners click on specific areas (hot spots) of that image to identify where certain items (tools, supplies) should be located. It visually tests and reinforces correct workstation layout.

• Match and Drag & Drop:  Knowledge checks are both used throughout the course to reinforce key concepts.  Matching helps learners pair related items, while drag-and-drop tasks require learners to place items correctly.  

• Self-Paced, Modular Format:  Designed with flexibility in mind, the training allows learners to move at their own pace. 

Creative Process:  This training was developed using the ADDIE model to prepare bakery employees to successfully set up and run cookie decorating classes. During the Analysis phase,  I identified the business problem as a bakery losing revenue and the solution of offering cookie decorating classes as a new service. I defined the target audience (cookie decorators with no prior class setup experience) and pinpointed skill gaps in areas such as inventory management, workstation setup, and customer greeting.

In the Design phase, I created a detailed design document and structured the course around three terminal learning objectives: (1) pre-preparing materials two days before class, (2) setting up consistent, organized workstations, and (3) finalizing prep and greeting participants. I planned scenario-based activities, such as a hot spot interaction for workstation setup and drag-and-drop activities for handling equipment issues, to align with these objectives.

During Development, I built the course in Articulate Rise, incorporating a variety of interactive learning tools: flashcards for ingredient quality checks, a tab interaction for the Bake Math attendance spreadsheet, and a comprehensive checklist job aid to guide employees before class. Each activity was paired with immediate feedback to reinforce performance-based learning.

In the Implementation phase, while the course was not deployed in a live bakery setting, it was structured for ease of rollout with reusable job aids (workstation diagram reference sheet, class checklist) that employees could use on the job.

Finally, for Evaluation, the training incorporated Kirkpatrick Level 2 assessments through knowledge checks and a final quiz (requiring an 80% passing score). A Level 3 evaluation plan was drafted to assess whether employees consistently applied their new skills by observing class setups, checking for reduced errors, and tracking customer satisfaction scores within three months of training.