Instructional Designer vs eLearning Developer: What’s the Difference?

Custom Learning Design
Written By Anna Nicholls

Understanding the Roles Behind Quality Digital Learning

As digital learning continues to flourish across Australia, the demand for skilled professionals capable of designing and delivering impactful training has never been higher. Whether you're developing engaging onboarding programs, essential compliance training, or initiatives aimed at upskilling your workforce, a key question inevitably arises:

Do we need an Instructional Designer, an eLearning Developer, or perhaps both?

In smaller organisations, these roles often blend together. However, appreciating the distinct contributions of each—and how they can collaborate harmoniously—can significantly elevate the quality, relevance, and effectiveness of your training programs.

In essence:

  • Instructional designers plan the learning experience,

  • eLearning Developers bring it to life using digital tools and platforms.

To deepen your understanding, we’ve unpacked the core responsibilities, frameworks, and focus areas for each role, painting a clearer picture of the dynamic landscape of digital learning. Let’s dive in.

What Is Instructional Design?

Instructional Design is the science and practice of creating effective learning experiences. An Instructional Designer (ID) is responsible for planning and shaping the learning journey, based on both educational theory and workplace performance needs.

Core Responsibilities:

  • Conducting training needs analysis and learner profiling

  • Designing learning objectives aligned with the Australian Qualifications Framework (AQF)

  • Mapping content to competencies from training.gov.au

  • Applying proven instructional models, including:

    • ADDIE (Analyse, Design, Develop, Implement, Evaluate)

    • SAM (Successive Approximation Model), an agile, feedback-driven model ideal for rapid development

These instructional models are increasingly used in corporate training contexts where quick iterations, feedback loops, and learner testing are essential. Its emphasis on prototyping is particularly relevant in Australian VET and workplace learning, where flexibility is often a priority.

Instructional Designers also draw on adult learning theory. Knowles’ Andragogy framework informs design choices that support:

  • Self-directed learning

  • Relevance to real-world tasks

  • Learner experience as a resource

  • Immediate application of skills

These principles are embedded in L&D strategies across TAFEs, RTOs, and workplace education programs.

What Does an eLearning Developer Do?

While instructional designers plan the learning experience, eLearning Developers bring it to life using digital tools and platforms.

Their work includes:

  • Developing content using tools like Articulate Storyline, Rise 360, and Captivate

  • Creating interactive elements such as quizzes, simulations, and branching scenarios

  • Embedding accessibility features and responsive design

  • Conducting usability and quality assurance testing

  • Publishing content to Learning Management Systems (LMS) in SCORM or xAPI formats

According to the Digital Learning Research Lab at UniSA, quality eLearning design today must prioritise:

  • Modular, chunked content (such as microlearning)

  • Mobile-first compatibility

  • Scenario-based and experiential learning

  • Inclusive design for diverse learner needs

Why These Roles Often Overlap—Especially in Australia

In large organisations or universities, IDs and eLearning Developers are separate roles. But in small-to-medium enterprises (SMEs), not-for-profits, and community training initiatives, it’s common to see a blended role.

This reflects both economic practicality and the need for faster, integrated delivery. In fact, the NCVER VET Practitioner Capability Framework (2023) encourages L&D practitioners to develop both design and delivery skills to respond to evolving learner and industry needs.

Why Understanding the Distinction Matters

Effective learning experiences don’t happen by accident—they result from the right combination of strategy, structure, and execution. Distinguishing between instructional design and learning development is crucial because each role contributes uniquely to the impact, usability, and value of your training.

An expertly written course that lacks interactivity can disengage learners, leading to low completion rates and minimal knowledge transfer. On the other hand, a visually polished module with no pedagogical foundation can confuse users, fail to meet learning objectives, and ultimately waste time and resources.

“Sound instructional design—when paired with engaging and inclusive development—leads to better workforce outcomes and reduced attrition.”
— NCVER’s VET Insights Series (2023)

Understanding this distinction helps organisations make smarter decisions when outsourcing or commissioning training. It ensures your investment results in not just beautiful learning, but effective, inclusive, and business-aligned solutions that truly drive performance.

What to Look for in a Learning Partner

When outsourcing or commissioning L&D services, look for a partner who offers:

  • Business-aligned thinking: A strong understanding of commercial priorities such as productivity, compliance, staff retention, and risk reduction—ensuring learning directly supports measurable outcomes.

  • AQF and training.gov.au familiarity: Deep knowledge of the Australian Qualifications Framework and alignment with national training package requirements, especially if your learning needs relate to accredited or competency-based training.

  • Evidence-based instructional design: Proven use of frameworks such as ADDIE, SAM, or other agile models to design purposeful, efficient, and scalable training.

  • Adult learning expertise: A grounding in adult education principles and the Australian learning context, ensuring that the training respects learner experience and supports real-world application.

  • End-to-end capability: The ability to manage both learning design and technical development, including eLearning production, LMS integration, and mobile-first delivery.

  • Inclusive, accessible content: Experience developing content that meets diverse workforce needs, including support for CALD (Culturally and Linguistically Diverse) learners, varying literacy levels, and regional or remote access.

A strong L&D partner doesn’t just deliver content—they help you drive capability, culture, and performance. Look for a collaborator who can translate your business challenges into meaningful, measurable learning outcomes.

How Concinnity Brings Design and Development Together

At Concinnity, we offer integrated learning solutions that combine:

  • Needs analysis and strategic course planning

  • Learning design aligned with vocational outcomes

  • SCORM-compliant digital course development

  • Multilingual and Plain English content for diverse teams

We also specialise in microlearning through our JOLT (Just One Lesson Training) model—short, focused digital lessons that support:

  • Just-in-time training

  • Mobile access across teams

  • Refresher learning and skills reinforcement

  • Cost-effective onboarding and compliance

Our hybrid model means fewer handovers, faster timelines, and consistent learner experience—all aligned to workplace reality.

Conclusion: Investing in Learning that Works

Instructional designers and eLearning developers play complementary roles in the success of any digital training project. Understanding these roles—and knowing when to integrate them—ensures that learning is not just delivered, but retained, applied, and valued.

In the Australian context, where inclusion, accessibility, and performance are key, partnering with a provider that understands both design and development is essential for scalable, effective training.

References

Anna Nicholls
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