What Is an ADDIE Training Model? (With Examples) |
Skip ahead:
- What are the 5 steps of the ADDIE model for training?
- Exemples of ADDIE model used in training plans
- Does SAM offer an alternative for ADDIE?
- How to implement the model of ADDIE for training
- Conclusion
What's the five elements of the ADDIE ADDIE Training model?
ADDIE is an acronym which stands for the 5 elements of the framework comprising:
Analysis
At this point, you are doing your study to prepare for the class. In the traditional workplace or educational environment it is where you are reviewing available materials, looking for knowledge gaps, and determining what factors worked effectively or poorly. As an individual course creator this analysis process can be conducted via focus groups or joining social media communities to determine the needs of your target audience. For some insight from your group, consider asking questions like:
- What's the class on?
- When is the course going to be launched?
- Why this course is required?
- What are the steps to ensure that objectives are attained?
The analysis step is often neglected. Spending the time to perform an exhaustive analysis could save time and money later when you are preparing your course, as it will ensure that the course you design is going to be more suited and beneficial for your students' educational goals. Rather than build the course you think the audience would like, utilize this analysis to design your course that you are sure they want.
Design
Design is the second phase of the ADDIE process and is carried out along with development (the next stage). When designing, critical decisions will be made about the course and how the course will be taught. Questions to inquire about yourself and your learning group may include:
- What barriers to learning do students face?
- The course will be strictly video-based or will it have interactive elements?
- What can this course be made available for different learning needs?
- Will the course be blended and include some elements presented live, while other components are recorded?
- Are there going to be co-eds?
- Which learning method is being used?
Diverse delivery techniques can affect the course's overall design, as well as your overall budget. The more complex course features you add (such interactive tests or custom certificates) The more costly your course's development is likely to become.
When you've decided how the course will be presented, the next part of design is to establish the sequence in which course material will be presented. It is an ideal moment to create an informal focus group to get feedback on the course's design. One example of course order delivery could be to have content subjects are built on top of the other, from simpler or high-level subjects towards more advanced or niche subjects. Or, the course could begin with the more complex subjects initially and then break down topics into smaller segments.
Development
The development stage is where the course is actually created. There's not a "right" approach to doing this. One thing to keep in mind, if you gather all your assets prior to starting the development portion of creating your course will go more quickly.
In the development step ensure that you check and revise regularly. Verify the quality of contents, look, feel, flow of the course before you can be in a position to begin implementing. Again, you might want to conduct a pulse-check by your learners group to confirm that what you've created is in line with their expectations. You are free to spend some your time testing various layouts and visual elements to make sure that the content of your course is straightforward to digest. But don't get caught up in the tiny particulars. Since, in the end nobody hasn't spent several hours looking for that perfect photo?
Implementation
- Students will be able to find the class
- Students may enrol
- The course content is simple to access once you have enrolled
- Integrations work correctly
- Livestreams and notifications are always available. reminds are sent out with no fault
- Instructors are able to view their how many students register and engage with their instructors.
- Reports and certificates post-course are available for download and can be customized to each student
- It is an easy identifiable method for students to pose questions to their instructor (and the instructor is able to respond)
Evaluation
As the 5th and last phase of the ADDIE learning model, the evaluation will run iteratively during the duration of the course is running. It is crucial to make sure that your features always work as well, and that the curriculum content is aligned with the students' needs as well as learning objectives as well as instructors' ability to efficiently engage with learners.
When evaluating, concentrate on if the course has met the goals for the program, and if you can incorporate the feedback of learners as well as making any necessary changes or additions. Based on your findings during the evaluation phase, you'll go back to enhance your learning by analyzing, designing, and then execution all over again! The procedure should be repeated at least once every two months, or whenever you discover that changes must be made to course content (if industry best practices or requirements for school curriculum change, for example).
Models of the ADDIE model for training plans
It's one thing talking about ADDIE and another to see what ADDIE is like when it's in practice. Below are two instances of ways to create an ADDIE-specific training program that can be used by companies and entrepreneurs.
ADDIE Training Plan for an audience for corporate training
Analysis
- Goal of the course
- Inventory existing content
- Collaborate with business partners to decide on the best the outcomes
Design
- How will courses be taught? Online, in-person or hybrid?
- Who will provide the contents?
- What is timeline for its creation?
- What tools are being employed to make HTML0?
- Storyboards and assets to collect
Develop
- Gather assets
- Capture video
- Record audio
- Creator tool for authoring
- Create worksheets, etc.
- Follow the storyboard
- Test
Implement
- Hybrid load or online into LMS
- In-person schedule sessions
- Assign Learners
- Track completion
- Monitor
Assess
- Survey learners
- Determine if the goals have been attained
- Evaluate behavior change
- Find the necessary modifications and then revise the course
Addie Training plan example for entrepreneur audience
Analysis
- Conduct focus groups/poll already existing groups
- Find similar courses on the internet
- Determine course needs/goals
Design
- Determine content delivery method
- Are there interactivity or just straight video?
- What kind of activity are included?
- Begin storyboarding/collect assets
Develop
- Collect assets
- Record video
- Record audio
- Create worksheets, etc.
- Use storyboards to follow
- Beta Test
Implement
- Upload your content to LMS
- Open course for enrollment
- Track to complete
- Monitor
Evaluate
- Survey Learners
- Assess if the goals were achieved
- Evaluate sales
- Analyze Repeat business
- Determine changes needed and revise course
- Assess behavior changes
- Find the necessary modifications and modify your course
Is SAM an alternative for ADDIE?
How can I use the model of ADDIE for training
Make use of already-existing processes
If you review your existing process for designing courses You may discover that you're using a less structured version of ADDIE. It is important to recognize this, as you may be able to make use of existing processes that you are already familiar with.
Be sure to not skip steps
One of the problems in one of the problems with ADDIE approach is many companies focus on the only creation, development as well as the implementation phase, and do not bother with the analysis and evaluation stages. The reason for this is that business demands demand that courses are developed quickly in order to generate additional revenue streams for the company. When they do this, they ignore time-consuming steps that can improve the value of the program over the long run. This happens far frequently.
Participate early with stakeholders
To stay clear of the pitfalls mentioned above, talk to your employees and set up regular conversations regarding training needs. In these meetings and the participants are able to see that training isn't always the answer. When training is the answer, you can work together to develop a plan that is meaningful and reflect the ideals of students that you would like to see taking your courses.
These conversations are challenging, and I suggest easing into them, asking clear questions regarding the goal of the training and offering suggestions on how to achieve the goal. Regular check-in meetings also help ease the conversation and provide an established time to check-in on the priority and status of this initiative.
Do your research
When possible, do some research beforehand. This could be as simple as looking over similar courses in your LMS collecting usage information and talking with management in the operations department to learn the requirements of their employees. Even spending a short period of time conducting a needs analysis will yield dividends at the end of the day.
Feedback is provided frequently
Alongside the standard end-of-course feedback, sometimes referred to as "smile sheet" feedback, consider implementing an approach to collect targeted feedback about the effectiveness of the program and behavioral modifications. Consider it best method to collect this feedback at the 30, 60 and 90 day mark. This could be in the form of a questionnaire that is sent out to students who have successfully completed the program or directed to supervisors for questions regarding employee retention, customer feedback and the efficiency of the job.
Make use of the feedback for iterate frequently
Use feedback data to continually improve and enhance the course. It may help to set an annual schedule to incorporate feedback into your course's structure. In accordance with how quickly the course's content is changing it is possible to consider doing this monthly and quarterly, or even annually. Accounting principles, for instance, rarely are changed. Yet, innovative software development methods are always popping up overnight and new information can help you stay ahead of the curve.
Conclusion
The way to summarize it is that ADDIE is a method that could be implemented to allow for better course design. It begins with an analysis of the needs. It is followed by designing the course, employing tools like a storyboard or Kanban board. Next, it is creating contents, and implementing that content by uploading to the LMS as well as last but not least, evaluating the effectiveness of the course and making adjustments, thereby beginning ADDIE over.
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The blog was modified in December of 2022 to include new information.