Analysis

Determining who has to learn how to do what, where, when, and under what circumstances or constraints.  Should be preceded by a Performance Analysis that discovers and verifies that learning is required to meet the objectives of the enterprise.

Design

Defining the structure of the learning process, including practice exercises, skill tests, presentations, simulations, instructor guides, and other deliverables.  Part of the design determines the role to be played by an instructor, facilitator, or coach.

Development

Creating and testing the deliverables, which may include instructions for skill tests and practice exercises, tutorials and other information in printed or electronic form, instructor guides, PowerPoint presentations, simulations, software tools, and anything else necessary to create the learning environment.

Implementation

Putting the learning process into use in the field.  If others are to serve as instructors, facilitators, or coaches, they should be trained and supported by the designer.

Evaluation

Assessing whether the process produced the desired results, not only in the learning environment, but also on the job.  Evaluation and revision is often an iterative process, and should begin with the testing of deliverables during the development phase.