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Synopsis

All leaders want effective training programs, but limited time, budget, and resources to reinforce learning often get in the way. Utilize the Learning & Training with ADDIE to structure every step of the training process — from the analysis of goals and needs, to the evaluation of learning outcomes — and build a strong foundation for capable, collaborative teams.

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25 questions and answers
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The ADDIE framework can be used to evaluate the effectiveness of a training program by assessing the learning outcomes. This is done in the Evaluation phase of the ADDIE model, where the effectiveness of the training program is measured against the set goals and objectives. Feedback is collected from the participants and the results are analyzed to identify areas of improvement and success. This information is then used to refine and improve the training program.

Not using a structured framework like ADDIE in training programs can lead to inefficiencies and inconsistencies. Without a clear structure, it may be difficult to identify the goals and needs of the training, and to evaluate its outcomes. This could result in a lack of alignment between the training and the organization's objectives, and may also make it harder to measure the effectiveness of the training.

The ADDIE framework supports continuous learning in organizations by providing a structured approach to the training process. It begins with the Analysis of goals and needs, followed by the Design and Development of the training program. The Implementation phase involves delivering the training, and the Evaluation phase assesses the learning outcomes. This systematic approach ensures that training is effective and aligned with organizational goals, thereby supporting continuous learning.

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Slide highlights

Take the ADDIE framework from concept to application and transform focus activities into deliverable materials that demonstrate results. (Slide 17)

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Simplify the trainingprocess into an easy-to-follow five-step guideline. (Slide 18)

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Use the Kirkpatrick Model to create accountability and evaluate how well your current training program stacks up. (Slide 25)

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25 questions and answers
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The best practices in applying the ADDIE framework in training programs include taking the framework from concept to application and transforming focus activities into deliverable materials that demonstrate results. It's also beneficial to simplify the training process into an easy-to-follow five-step guideline. As for the Kirkpatrick Model, it's best used to create accountability and evaluate how well your current training program is performing.

The Kirkpatrick Model can be adapted to different training contexts by applying it to evaluate the effectiveness of the training program. It can be used to create accountability and assess how well the current training program is performing. The model's four levels of evaluation - Reaction, Learning, Behavior, and Results - can be applied to any training context to measure its success.

The ADDIE framework can be adapted to different training contexts by tailoring each of its five steps - Analysis, Design, Development, Implementation, and Evaluation - to the specific needs and characteristics of the training context. This could involve adjusting the focus activities, deliverable materials, and evaluation methods based on the unique requirements of each context.

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Outcome

Companies spend billions on retraining employees. But according to the American Society for Training and Development, over 90% of new skills developed by company training programs are lost without practical follow-up or meaningful assessments.

Follow this easily applicable process to define training needs, measure training effectiveness on employees, and empower trainers to self-evaluate to make sure bad habits don't continue — and new skills actually stick.

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Application

Introduction

ADDIE is a training development and learning model and was originally created for the U.S. Army. Since then, it has been implemented across not only all branches of the Armed Forces, but also a variety of companies and industries. ADDIE is an acronym that stands for the five stages of a training and learning process: Analysis, Design, Development, Implementation, and Evaluation. It relies on each stage being done in the given order but with a focus on reflection and iteration. Most modern training models are based on this five-phase framework or its variation. (Slide 2)

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The ADDIE model, originally created for the U.S. Army, has evolved to be implemented across all branches of the Armed Forces and various companies and industries. While it still maintains its five-stage process - Analysis, Design, Development, Implementation, and Evaluation - the focus has shifted to reflection and iteration. This means that while the stages are done in order, there is an emphasis on revisiting and refining each stage as needed. Most modern training models are based on this five-phase framework or its variations.

The challenges of implementing the ADDIE model can include the time and resources required for each stage, the need for expertise in each area, and the potential for a lack of flexibility due to the linear nature of the model. Additionally, the model requires constant evaluation and iteration, which can be resource-intensive. Finally, the model may not be suitable for all types of training or learning scenarios.

The ADDIE model facilitates the structuring of a training process by providing a systematic approach to instructional design. It consists of five stages: Analysis, Design, Development, Implementation, and Evaluation. In the Analysis phase, the training needs are identified. In the Design phase, the learning objectives and content are outlined. The Development phase involves creating the training materials. During the Implementation phase, the training is delivered to the learners. Finally, in the Evaluation phase, the effectiveness of the training is assessed. This model ensures that each stage is done in order, but with a focus on reflection and iteration, allowing for continuous improvement of the training process.

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There are many advantages to ADDIE. ADDIE is commonly used, proven to be effective for learning, and widely accepted. It's also a key foundation for most other learning models, and is easy to measure in terms of time spent and associated cost. The disadvantages are that the model can be rigid and linear since its original intent was meant to be followed in a set order. It can also be time-consuming, costly, and doesn't lend itself to iterative design because it's not as flexible to adapt to changes. (Slide 3)

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The potential consequences of the ADDIE model's rigidity and linearity include it being time-consuming and costly. It also doesn't lend itself to iterative design because it's not as flexible to adapt to changes. This could potentially limit the effectiveness of the learning process if changes are needed during the design and implementation stages.

The ADDIE model supports the structure of a training process by providing a systematic approach to instructional design. It is a framework that lists generic processes that instructional designers and training developers use. It represents a guideline for building effective training and performance support tools in five phases which are Analysis, Design, Development, Implementation, and Evaluation. However, it's important to note that while ADDIE is a common model in the field of instructional design, it can be rigid and linear, and may not be as flexible to adapt to changes.

When deciding to use the ADDIE model for a training program, one should consider its advantages and disadvantages. Advantages include its common usage, proven effectiveness for learning, wide acceptance, and easy measurability in terms of time and cost. However, the model can be rigid and linear, as it was originally intended to be followed in a set order. It can also be time-consuming, costly, and less adaptable to changes due to its lack of flexibility for iterative design.

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Training needs

The first step of ADDIE is an analysis of training needs. You will need to define the purpose behind your top-level learning goals. Identify the problem with your current program, and determine what success should look like. Secondly, define your target audience. Ask why aren't key stakeholders doing what they need to succeed. Third, define stakeholder needs. What are the expectations of trainers and trainees? And finally, define the resources required. What are the training hours, budget needs, facilities, and technology needed to meet the level of competency the organization requires?

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For example, let's say you're a retailer that needs to upskill your workforce to meet the needs of this decade. The top-level goal here is to improve your e-commerce capabilities through training new and existing hires to work with machine learning and data analytics. The new and existing hires are your target audience. Since these two groups represent different needs, you might consider two separate sets of training programs: one that takes into account those with organizational knowledge and one that is designed for those who come in with a blank slate. Lastly, allocate resources like time, budget, and additional software needed to incorporate upgrades into your existing web platforms. (Slide 5)

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Analysis types

There are multiple types of analysis you can conduct with ADDIE.

Organizational analysis studies the current training climate. How does your current program support key stakeholders and meet top-level goals? (Slide 7)

Requirement analysis defines the target job, needs, participants, and points of contact. This analysis should also anticipate training or learning roadblocks and develop the protocol to combat them. (Slide 8)

Next up we have job function, which analyzes tasks, knowledge, skills and ability. The goal is to study and develop tasks to improve your team's core knowledge, skills, and ability. (Slide 9)

Finally, trainee analysis. This is where you decide on the KPIs to assess where the gaps in knowledge skills and abilities exist, and determine the approach to resolve those gaps. (Slide 10)

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Design

So far, we've analyzed the training needs in our example. Next, we enter the design stage, where you develop content specifically targeted to achieve training outcomes we've established from the analysis stage. As you can see, revisions occur along every step.

Once the training program is designed, you enter the develop stage, where you produce "course material" for employees or teammates. Revise your key training activities and review the material with your trainers. In our example, machine learning is a new area for employees to be fluent in. Due to its novelty, a machine learning expert might be brought in as a project lead or external consultant to design your program accordingly.

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After revision, we enter the implementation stage. Launch pilot training and assess its adequacy. Refine instruction as needed. (Slide 11)

Each step of ADDIE has its own activity requirements. List your objectives for each phase alongside the key activities needed to achieve each outcome. This will help you transform the process into deliverables, which is easier to evaluate and communicate to key stakeholders. (Slide 15)

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Evaluation

The Training Worksheet allows self-evaluation. One of the hardest aspects of training is that 55% of organizations don't measure how effective their onboarding and training programs are. Test your employees, ask for feedback, and study the results to make iterative improvements.

In the case of your e-commerce upgrade, for example, ask trainees how the topic of machine learning and data analytics can best be taught? Is there a better way that the content can be organized? What questions would they want to ask themselves to determine if the program worked like expected?

If you're in a managerial position, use a Progress Tracker to evaluate the individual success of trainees who participated in the program. Managers can use follow an employee's progress through multiple processes and assess efficiency across various subjects. (Slide 23)

You can use the Kirkpatrick Model in conjunction with ADDIE in the evaluation process. The Kirkpatrick model presents a pyramid hierarchy of benefits. Measure the overall reaction from employees first. Do the trainees enjoy the course? Would they recommend it to others? The following layers evaluate your program's learning retention, followed by behavioral changes. Are the skills learned actually being translated into day-to-day behavior? Next, quantify the business impact that the training has, such as productivity and output quality, all leading to the program's ROI. In our example, if training eventually leads to more online sales, you know you have a successful training program. (Slide 25)

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For more employee-centered resources like this, don't forget to check out our Employee Handbook deck.

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