Wednesday, May 25, 2005

Instruction Designer's Expectation from QE Testing

Important Note: Assume that there is a separate the content QE process that addresses script styles, grammar and other issues for the script and this QE refers primarily to the functionality check.

  1. There are no missing instruction text.

  2. Instruction/common text are consistent and accurately written.

  3. Popups, glossary, resources, jobtools, instruction text, page numbers, slide numbers, coach, tutor and all other course features and attributes function as expected.

  4. Exceptions are well-addressed.

  5. Popups, glossary, resources, jobtools, instruction text, page numbers, slide numbers, coach, tutor and all other common course features and attributes have consistent look and feel and reference, for curriculum development.

  6. The content flow is alignes with the script.

  7. Reverse flow is well desgned.

  8. There are no usability concerns - for example, no distinction betweem visited and not visited states.

  9. Outstanding alpha, beta and other issues are adequately addressed and implemented.
  10. Image quality and content readability is adequate.

  11. If image sequence is provided in the script, whether the same sequence is followed in the course.
  12. If the client requests a global term change, after the course has been produced, whether the change is implemented across the course text, resources, jobtools, quiz and glossary.
  13. If there is a content change in the course, whether the change is well-effected in the resources, jobtools and quiz.
  14. For audio files, whether the voice matches with the gender of the character name. For example, Angela is always a female voice.
  15. For audio files, if the same character is used across the course, whether the voice is also kept consistent for the entire course.

Tuesday, May 24, 2005

Purposeful Mistake

A colleague told me yesterday that sometimes just to evoke a reaction or kick up a discussion, he intentionally misrepresents a fact. Nice strategy!

Thursday, May 19, 2005

About to Sign the Dotted Line? A Checklist

  • Know who your prospective manager.
  • Get information from your prospective manager on the attrition rate in the team. His/her answer would be a good indicator on the kind of manager he/she is. Obviously, lesser the attrition, more successful the manager.
  • Find from him/her your first assignment and how you would be considered successful--you would know how much thought has gone into working out your role description or how important the role is to the organization.
  • Insist on meeting other members of the organization--you would get a clue of the culture and the people in the organization and whether you really fit in that environment.
  • If you aren't happy with the salary being offered, make sure your prospective mananger knows of it and find out how they plan to address this concern once you onboard. Typically, if you aren't really happy with the salary offered and salary is your primary motivator, I would recommend not accepting the offer--I believe that one of the best times for negotiation is just before joining and if the organization is unrelenting at that point, its unlikely that things would turn dramatically later (I'm not sure if I'm being pessimistic here :).
  • If you have a long holiday in the horizon, let your new manager know--Its my experience that honesty works.