The ADDIE model is clearly a winning choice. Here we\u2019ll explore what does ADDIE stand for, its five step process, and why it\u2019s easily repeatable.<\/p>\n\n\n
- What is the ADDIE model?<\/a>
- ADDIE definition<\/a><\/li>
- What are the 5 steps of the ADDIE model?<\/a>
- Analysis<\/a><\/li>
- Design<\/a><\/li>
- Development<\/a><\/li>
- Implementation<\/a><\/li>
- Evaluation<\/a><\/li><\/ul><\/li><\/ul><\/li>
- Benefits of adopting the ADDIE model<\/a>
- Why the ADDIE model is especially effective for training deskless employees <\/a><\/li><\/ul><\/li>
- FAQs<\/a><\/li>
- Key takeaways<\/a><\/li><\/ul><\/div><\/div><\/div>\n\n
<\/hr>\n\n\nWhat is the ADDIE model?<\/h2>\n\n\n\n
ADDIE definition<\/h3>\n\n\n\n
ADDIE is an acronym representing a five-step training model. ADDIE is a training model that instructional designers and training managers use to create effective learning content. <\/strong>The term \u201cADDIE\u201d is an acronym, with each of the five letters representing one of the steps in the framework. <\/p>\n\n\n\n
What are the 5 steps of the ADDIE model?<\/h3>\n\n\n\n
ADDIE stands for five steps in an instructional design process: <\/p>\n\n\n\n
- \n
- Analysis<\/strong><\/li>\n\n\n\n
- Design<\/strong><\/li>\n\n\n\n
- Development<\/strong><\/li>\n\n\n\n
- Implementation<\/strong><\/li>\n\n\n\n
- Evaluation<\/strong><\/li>\n<\/ol>\n\n\n\n
The steps are designed to be completed in this order, with each step driving the next one. This straightforward approach has been around for over 50 years, and it continues to help instructional designers build high quality learning experiences.<\/p>\n\n\n
<\/hr>\n\n\nAnalysis<\/h4>\n\n\n\n
Although it\u2019s at the beginning of the ADDIE process, the analysis step is the most commonly overlooked part. When a problem comes up in a business, it\u2019s often answered with additional training. But it\u2019s essential to analyze the situation thoroughly before diving into training. <\/p>\n\n\n\n
If you skip, or rush through this step, you risk missing the mark with your training, or using training to solve a problem that actually requires a different solution. <\/strong>As an instructional designer, you don\u2019t want to take this risk because it will seem like the training you developed was ineffective, when really, training wasn\u2019t the correct solution.<\/p>\n\n\n\n
In this step you should learn more about the problem, audience, and solution. A needs assessment<\/a> will uncover each of these. By conducting this assessment, you first determine what\u2019s causing the problem. <\/p>\n\n\n\n
There are situations where additional training won\u2019t solve a problem. For example, you may be trying to streamline a process within the company, and make it more efficient. A lack of training isn\u2019t necessarily the problem\u2014 it could be a lack of proper technology to automate repetitive processes. <\/p>\n\n\n\n
Assessing needs will clarify what steps to take when solving a problem. A needs assessment is probably the most important, and least completed step in instructional design.<\/strong> Don\u2019t overlook this one!<\/p>\n\n\n\n
Once you\u2019ve determined that further training is needed, it’s time to conduct a learner analysis<\/strong>. This analysis gathers information on the learner\u2019s general characteristics, knowledge, and experience.Understanding the audience’s needs and expectations allows for a tailored and relatable training experience.<\/p>\n\n\n\n
Finally, decide what resources you need<\/strong> for training. Training length, hours required, budget, and location (in-person or online) are important resources to nail down. <\/p>\n\n\n\n
Once your analysis is complete, you can begin designing effective training.<\/p>\n\n\n
<\/hr>\n\n\nDesign<\/h4>\n\n\n\n
With a complete analysis, you can now start designing your training. A good first step is to create an instructional design document. <\/p>\n\n\n\n
Your instructional design document should include the following:<\/p>\n\n\n\n
- \n
- Clearly defined learning objectives<\/strong><\/li>\n\n\n\n
- Audience<\/strong><\/li>\n\n\n\n
- The training delivery method that best suits the topic and your audience<\/strong><\/li>\n\n\n\n
- How you\u2019ll measure the success of your training<\/strong><\/li>\n<\/ul>\n\n\n\n
Some training delivery methods you can consider using include, microlearning activities<\/a>, mobile training<\/a>, and on-demand training<\/a>.<\/p>\n\n\n\n
With your design document in place, it\u2019s time to develop the training. <\/p>\n\n\n
<\/hr>\n\n\nDevelopment<\/h4>\n\n\n\n
The development phase is when you actually create your training. Developing your training content is the most time-consuming part of the model. The main objective is to organize and present information in a meaningful way. Ensuring it\u2019s digestible and engaging will help make your training successful. <\/strong><\/p>\n\n\n\n
Building, checking, and testing will take up most of your time in the development phase. A lot went into the analysis and design steps, so thoroughly review each part. <\/p>\n\n\n\n
Get creative with this step by adding relevant graphics, colors, and media to engage your learners. <\/p>\n\n\n\n
Test, test, test. <\/em>Get eyes on your training. Look for errors and gaps that hinder your learning objectives. <\/p>\n\n\n\n
Once you\u2019ve fully developed your training, it\u2019s time to implement it. Get ready to launch!<\/p>\n\n\n
<\/hr>\n\n\nImplementation<\/h4>\n\n\n\n
You\u2019ve done all the hard work behind the scenes, and it\u2019s time to roll out your training.<\/p>\n\n\n\n
How you deliver the learning experience depends on the results of your analysis. Choosing the right training platform helps you effectively distribute the training and monitor learner performance. <\/p>\n\n\n\n
If your workforce is mainly in the field, you\u2019ll definitely want to consider using a mobile training platform<\/a>.<\/p>\n\n\n\n
If your training involves courses to be completed from a laptop, you\u2019ll want to consider an LMS<\/a>.<\/p>\n\n\n\n
The main goal of this step is that the rollout goes smoothly.<\/strong> The instructional designer should be closely monitoring the progress. An efficient training platform helps report how well things are going. The progress and success of your program is significant for what\u2019s up next. <\/p>\n\n\n
<\/hr>\n\n\nEvaluation<\/h4>\n\n\n\n
You\u2019ve delivered your training, and it’s time for the big reveal\u2014 did it work<\/strong>? <\/p>\n\n\n\n
You\u2019ll know this by evaluating the learners and<\/em> the facilitators (that\u2019s you!). One of the main goals is to determine if your staff has learned what is needed to fix the original problem. <\/p>\n\n\n\n
These are some of the questions to ask when evaluating the effectiveness of learning:<\/p>\n\n\n\n
1. What did participants learn from the training?<\/strong><\/p>\n\n\n\n
- \n
- Assess learner knowledge using the most relevant method, whether that\u2019s:\n
- \n
- Written assessments<\/li>\n\n\n\n
- Oral assessments<\/li>\n\n\n\n
- Demonstrating the ability to carry out the task<\/li>\n<\/ul>\n<\/li>\n<\/ul>\n\n\n\n
2. Are employees able to apply what they learned to their job?<\/strong><\/p>\n\n\n\n
- \n
- Look for key performance indicators<\/li>\n\n\n\n
- Monitor and review employee performance post training<\/li>\n<\/ul>\n\n\n\n
3. Is the organization experiencing improvements?<\/strong><\/p>\n\n\n\n
- \n
- Evaluate if the organization reports fewer accidents, increased productivity, increased sales, decreased customer complaints, etc.<\/li>\n<\/ul>\n\n\n\n
4. How do participants themselves rate your training?<\/strong><\/p>\n\n\n\n
- \n
- Provide a post-training survey<\/a> to collect feedback <\/li>\n<\/ul>\n\n\n\n
Once you\u2019ve completed your evaluation you can go back into the relevant steps of the ADDIE model and make improvements to the learning experience.<\/p>\n\n\n
<\/hr>\n\n\nBenefits of adopting the ADDIE model<\/h2>\n\n\n\n
Just using the ADDIE model doesn\u2019t mean you\u2019ll provide quality earning. Results come from how well you develop each step. <\/p>\n\n\n\n
As we mentioned before, the analysis phase is the foundation of the ADDIE model. This step forces your training managers to focus on who the learner is, and how to best deliver training. This helps them avoid creating a one-size-fits-all approach to training<\/strong> across a company with diverse employees. <\/p>\n\n\n\n
Training managers are closing gaps in the learning process<\/strong> by completing the design phase. They start at the very beginning with the information gained in the previous step to flesh out training from beginning to end. <\/p>\n\n\n\n
The development phase is often the starting point when creating training. With the ADDIE model, you level up the development phase by spending time working through the previous two steps. This helps ensure that your training is optimized, on-target, and effective. <\/strong><\/p>\n\n\n\n
How often does quality training fail to produce results, simply because it wasn\u2019t adopted across the company? By following the implementation step you\u2019re forced to consider the best method for distributing your training<\/strong>, boosting the likelihood of success. <\/p>\n\n\n\n
The ADDIE model enforces evaluation. So often, this step is left out of the training process, making it a one-time event. With ADDIE, it is now a continuous effort that undergoes consistent optimization<\/strong>. <\/p>\n\n\n\n
At its core, the ADDIE model helps you make sure that you consider each phase of the training you\u2019re developing, and that each decision you make is intentional and merited. Once you\u2019ve developed each step, it\u2019s easy to go back in and improve. You\u2019ll feel confident knowing you\u2019ve created and provided high-quality training. <\/p>\n\n\n\n
Why the ADDIE model is especially effective for training deskless employees <\/h3>\n\n\n\n
Despite making up 80% of the global working population, deskless employees, and especially their training opportunities, are frequently overlooked. Historically, training courses are designed with the office employee in mind\u2014 content that is meant to be consumed from a laptop, or seminars that pull staff into the same room for an extended period of time.<\/p>\n\n\n\n
Neither of these training delivery methods are optimal for deskless employees whose jobs keep them on their feet and on the move throughout the day. By adopting the ADDIE model, specifically the Design step, instructional designers are forced to consider what the best delivery method is for these employees as well. <\/p>\n\n\n\n
- Provide a post-training survey<\/a> to collect feedback <\/li>\n<\/ul>\n\n\n\n
- Evaluate if the organization reports fewer accidents, increased productivity, increased sales, decreased customer complaints, etc.<\/li>\n<\/ul>\n\n\n\n
- Audience<\/strong><\/li>\n\n\n\n
- Design<\/strong><\/li>\n\n\n\n
- FAQs<\/a><\/li>
- Design<\/a><\/li>
- What are the 5 steps of the ADDIE model?<\/a>
- ADDIE definition<\/a><\/li>
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<\/figure><\/div>\n\n![\"Deliver](\"https:\/\/bleeding2.dev.talentcards.com\/blog\/wp-content\/uploads\/Screenshot-from-2023-03-08-14-31-00.png\")
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