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The ADDIE Instructional Design Model

The ADDIE Instructional Design Model



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Published by tomwambeke

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Categories:Types, School Work
Published by: tomwambeke on Feb 04, 2009
Copyright:Attribution Non-commercial


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The ADDIE Instructional Design Model:A Structured Training Methodology
The ADDIE instructional design model provides a step-by-step process that helps trainingspecialists plan and create training programs. The ADDIE design model revolves aroundthe following five components:
Evaluation These five stages of the ADDIE model encompass the entire training development processand provide a roadmap for the entire training project.
 Designed by Florence Beraud - January 2009Page 1
 Designed by Florence Beraud - January 2009Page 2
E va l ua t io n
1. ANALYSIS: The First Steps towards Quality Training
Let's take a look at the first phase in the ADDIE instructional design model—the analysisphase. Great training programs don't come together by accident. They require planningand analysis. You'll produce the best training if you first analyze three important areas:
The business goals you want to achieve
The material that must be taught
The learners' current capabilities
The Value of a Needs Analysis
The ADDIE analysis phase serves a major role in the quality assurance process. It definesthe project's needs and ways to measure its success. If you skip the ADDIE analysisphase, you can easily introduce mistaken assumptions into the project.
Wrong focus—the course content may not address the company's businessneeds
Too easy or too hard—the course could bore or frustrate the learners
Incomplete, redundant, or inaccurate content—the course might not teachthe correct materialIf you rush to development, you may not catch those errors until you launch the course.At that point, it can be very costly to fix or redesign the course. In essence, the trainingneeds analysis is time well-spent.
Who Guides the Needs Analysis?
During the needs analysis phase, the training specialist may speak with many people tolearn about the project and its overall goals. Here are just a few examples of individualswho can provide information:
Project sponsors (executives or senior leadership)—who can discuss thebusiness goals and objectives
Subject matter experts—who can describe undocumented knowledge
Representative members of the target audience—who can demonstrate theircurrent skills and behaviorsIt is often critical to work with anyone who will be impacted by or have influence on thefinal training product.
 Designed by Florence Beraud - January 2009Page 3

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