Companies must continue to develop their staff through continuous training programs. The technology and expectations of customers are always changing. In order to stay competitive in today’s market you need a highly skilled and knowledgeable workforce.
This puts a huge responsibility on instructional design and the creation of education and training courses that produce tangible outcomes. The model of ADDIE is a well-known and widely utilized instrument that can boost the effectiveness of training courses.
What is the ADDIE-based training model?
ADDIE is a very well-known model for instructional design. It offers the framework needed to create effective programs for learning and development. “ADDIE” is an abbreviation for the five phases in the design model
- Analyze
- Design
- Development
- Implementation
- Evaluation
These five clearly defined procedures help make sure that the training programs and resources contain the necessary elements needed to be successful.
They also provide instructional designers a framework to use and think about when they are working on the process of developing innovative learning initiatives.
What is the reason for the ADDIE model?
Research suggests that ADDIE methods provide a system-based learning and development that is iterative in its design strategies that incorporate feedback and feedback to enhance.
When you are designing a brand new training program, it could be easy to get caught by the details.
The ADDIE model gives an ordered list of needs with well-known inputs and outputs, so that those who design the course can keep an overview of the goals they want to accomplish.
Many companies have already implemented aspects from the ADDIE model without it being an official design framework. But, given the speed of business, it’s normal for teams to concentrate on the development, design and implementation stages.
However, this method often isn’t able to grasp the primary purpose of the program as well as the effect it has on employees. Although it may require more time and study, ADDIE goes further to know the purpose and the outcomes of the new learning and development programs.
The ADDIE model is universal and can be used for any kind of learning experience either for the audience, or in any industry. The fact that it’s not industry-specific has led to ADDIE to become an extremely popular design models that are in use. Many other models used that are used for designing instructional materials have their bases upon variants of the ADDIE model.
An overview to the ADDIE model
The Centre for Education Technology at Florida State University first introduced the ADDIE model in the year 1975 to members of the US army. Its application later spread to different branches within the US Armed Forces.
ADDIE is inspired by an instructional design model created by the US Air Force known as the “Five-Step Approach.” While the ADDIE model is based on its five step structure, it break the broad process into several substages for greater clarity.
The model has developed through the years, including changes to the five stages which have made the system more interactive and dynamic. However, an ADDIE version ADDIE like the one is used today has been used from the middle of the 1980s.
The five steps of the model ADDIE
Step 1. Analyze
The initial step in the ADDIE model is to establish goals for the program, and studying the desired public. This is a consideration of the current abilities and knowledge, the future training requirements, as well as the right training environment and techniques that companies could employ.
Courses for learning and development must have a specific goal that is in line with the skills and abilities of the students to achieve.
When you take the time to review the students in the course You can make sure that prior information isn’t being repeated and ensure the final product corresponds to the real-world needs of the company.
The analysis phase in the ADDIE model usually involves analyzing the existing learning and development materials in order to identify potential problems or gaps in knowledge, and looking back at previous programs to determine what worked over time. This requires an effective communication between management and employees (potentially via questionnaires or focused groups) to better understand the current situation.
A quick way to identify areas to improve is to conduct a gaps analysis by comparing your ideal situation with your current state. This could relate to financial or sales performance improving efficiency and adopting technological advancements (digital transformation) or improving the company’s culture by introducing new initiatives for diversity or something totally different.
To plan, manage, and track desired and existing capabilities for a job or department, team or project, or even an entire business, you can utilize the Framework for Skill Matrix.
It is possible that the cause of the issue is that employees are not having the right skills, knowledge or the appropriate mental attitude. The organization could see tangible improvements through new programs for learning and development in this scenario. Skills Matrix template can be a great starting point to determine the lack of competencies and identify potential gaps in skills within your company.
Analysis of training needs is another important instrument that can help companies identify the right details to be included in the new program , and determine the objectives which will be incorporated into every subsequent step of the model of ADDIE.
Other important tasks that an organization must take into consideration when determining the first step within the ADDIE model comprise:
- Identifying all stakeholders
- Understanding the required future resources to support the program
- Collecting specific information about peopleas of the audience for future design of training
The step of analysis is that is often left out of instructional design. It is important to take the time to establish the foundations for your brand new training program provides you with the foundation needed for the subsequent steps.
Always be sure to understand the issue prior to deciding on the solution.
An in-depth analysis will save time and money in the future of the process by increasing the impact of the training program.
Step 2. Design
This is where the data gathered in the analysis stage is analysed to assist in making educated decisions regarding the design of the development plan.
The design stage involves a methodical approach to the learning goals identified and the course’s subject and outline of content, as well as the way it will be taught through content and exercises and media.
If you follow a systematic approach that is logically assessed, you can evaluate the possibilities in a systematic manner to determine the most effective method to achieve the you desired educational outcomes.
The organization should develop an overview of the entire curriculum to organize the learning activities and set out the objectives for each element that students receive.
It is also essential to decide how participants will be assessed. Although not every training course needs individual evaluations, you must have a plan in place to evaluate its effectiveness and evaluate its worth.
Before deciding on the specifics of the course The design stage must be concluded with the approval of all the stakeholders. This includes briefings on learning objectives, their effect and the final decisions which were taken to create the outline of the course.
This is the final step that will determine whether important changes to the program an entire can be made It is therefore essential that all stakeholders are satisfied with the set goals and methods to reach them.
Step 3. Development
The development phase takes the outline outlined in step 2and develops the resources needed to make it come in to existence and also tests different ways of delivery of the content.
While the first two steps involved examination and planning ideas, development is the time when the ideas are implemented.
It’s described as “development” because of reasons, however the outcome of this process will change throughout the process. So, be ready to test a variety of methods to identify the type of most effective content and presentation that is appropriate for the intended audience. Be sure to make sure that the content is accurate and examine the entire course to make sure it flows smoothly.
In conjunction with the outline of the design program to guide you, you’ll have to design all the necessary resources. These could include videos, presentations images, instructions guides, tests, and anything else you’ll need.
There isn’t a “correct” method of getting this done. You must consider the most effective option to suit your needs. For instance, do you have the resources to create everything in-house? Or are planning to outsource the production to third-party companies or mixture of both?
