The Kemp Design Model

If you’ve ever been involved in designing a lesson, a training session, or even an online course, you probably know how challenging it can be to bring all the pieces together into something cohesive and effective. This is where instructional design models come in handy, and one of the most flexible and user-friendly frameworks out there is the Kemp Design Model.

Unlike some models that follow a strict, linear process, the Kemp Design Model is circular and dynamic. This means you can start anywhere, jump between different parts, and adapt as you go. It’s like a toolkit for designing instruction, where you pick what you need when you need it. In this article, we’ll take a casual, step-by-step look at how you can use the Kemp Design Model to create meaningful and engaging learning experiences.

What is the Kemp Design Model?

The Kemp Design Model (also known as the Morrison, Ross, and Kemp model) was developed by Jerrold Kemp and colleagues as a holistic approach to instructional design. It’s unique because it doesn’t force you to go in a specific order. Instead, it emphasizes that the instructional design process should be flexible, iterative, and learner-centered.

The model consists of nine key elements, all of which can be addressed at any time during the design process. These elements help you consider everything from analyzing your learners to developing assessments, and even thinking about the logistics of delivering your instruction.

Here’s a look at the nine elements of the Kemp Design Model:

1. Identify Instructional Problems
2. Examine Learner Characteristics
3. Analyze Task Components
4. State Instructional Objectives
5. Sequence Content
6. Design Instructional Strategies
7. Plan Instructional Delivery
8. Develop Evaluation Instruments
9. Select Resources and Materials

Let’s break down these elements in more detail and see how they work in real-world instructional design.

1. Identify Instructional Problems

Before you even think about what to teach, you need to figure out why you’re teaching it. What problem are you solving? This element is all about defining the instructional problem or need. It could be anything from teaching a new skill to employees, to helping students improve their math scores, to training customers on a new product.

• Example: Let’s say you work for a company that just launched new project management software. Employees are struggling to use it effectively, so the instructional problem is clear: they need training on how to use the software to manage their projects better.

2. Examine Learner Characteristics

Next, think about who your learners are. What are their characteristics? Are they beginners, or do they already have some prior knowledge? What are their learning styles and preferences? Understanding your learners is key to designing instruction that meets them where they are.

• Example: In the software training scenario, you might discover that some employees are tech-savvy, while others are not. Knowing this helps you tailor your training to different experience levels—perhaps offering more support to those who need it and advanced tips to those who are more comfortable with technology.

3. Analyze Task Components

Once you’ve got a sense of the learners and their needs, break down the tasks they need to learn into smaller, manageable components. This is where you analyze what exactly learners need to do and what knowledge or skills are required.

• Example: For the software training, you might break down the task of using the software into steps like setting up a project, assigning tasks, tracking progress, and generating reports.

4. State Instructional Objectives

Instructional objectives are the clear, measurable goals you want learners to achieve by the end of your instruction. Each objective should tell learners what they’ll be able to do, under what conditions, and to what standard of performance. 

• Example: “By the end of this training, employees will be able to set up a project in the new software and assign tasks to team members with 100% accuracy.”

5. Sequence Content

Now that you know what your learners need to do and what your objectives are, it’s time to think about the order in which you present the content. The idea is to sequence it logically, from simple to more complex, or in the order that makes the most sense for the learning process.

• Example: In the software training, you’d probably start with the basics, like logging in and setting up a project, before moving on to more complex features like tracking progress and generating reports.

6. Design Instructional Strategies

Here’s where the fun part comes in: designing how you’ll actually deliver the instruction. Will you use lectures, videos, hands-on activities, group discussions, or something else? The instructional strategy is all about engaging learners in a way that’s effective and appropriate for the content.

• Example: For software training, a blended approach might work best: use video tutorials to walk learners through the basics, then provide hands-on practice sessions where they can apply what they’ve learned in real time.

7. Plan Instructional Delivery

This element focuses on the logistics of how you’ll deliver the instruction. Will it be in person, online, or a mix of both? How long will each session be? What resources do you need to make it happen?

• Example: If your employees are spread across different locations, you might opt for online webinars with live demonstrations, followed by individual practice assignments using the software.

8. Develop Evaluation Instruments

How will you know if your instruction is effective? This step involves developing assessments that measure whether learners have achieved the instructional objectives. These can be quizzes, hands-on demonstrations, or even projects that require learners to apply what they’ve learned.

• Example: You might have employees complete a task in the software as an assessment, such as setting up a project and assigning tasks. Their performance would show whether the training was successful.

9. Select Resources and Materials

Finally, it’s time to gather or create the materials and resources you’ll need to deliver your instruction. This could include everything from handouts and slide decks to video tutorials and interactive tools.

• Example: For the software training, you might need to create video tutorials, a user guide, and a set of practice exercises that employees can work through on their own.

Why Use the Kemp Design Model?

So, why should you consider using the Kemp Design Model? There are a few great reasons:

• Flexibility: You don’t have to follow a rigid, step-by-step process. You can jump around between the elements depending on where you are in the design process.
• Learner-centered: Because it emphasizes understanding learner characteristics and tailoring instruction to their needs, this model helps you design experiences that are relevant and engaging.
• Holistic approach: Instead of focusing only on content delivery, the Kemp model makes sure you think about everything—from the problem you’re solving to how you’ll evaluate success.
• Adaptability: Whether you’re designing instruction for a classroom, an online course, or a corporate training session, the Kemp model works across different contexts.

Final Thoughts

The Kemp Design Model offers a flexible, learner-centered approach to instructional design that helps you create effective learning experiences without feeling restricted by a rigid process. By addressing key elements like learner characteristics, instructional strategies, and evaluation, you can ensure that your instruction not only engages learners but also achieves the desired outcomes. Whether you’re designing a lesson for a classroom, a corporate training program, or an online course, the Kemp model gives you the tools to design instruction that’s both practical and impactful.

 

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