Training Management

Arief Johan
ariefjohan@yahoo.com
+628123111571
Course content

TRAINING AND LEARNING ADDIE MODEL RETURN ON

THE NEED OF ORGANIZATION INVESTMENT
ORGANIZATION
Training and the Need
of Organizational
Mengapa perlu Training?
Strategy,
environment and
organizational
variables

 Strategy will lead all the

process
 Each connected each
others
 Each have equal
opportunities to deliver
result
 Effectively managed and integrated learning and development
procedures, both at the individual and corporate levels, are vital to
an organization’s present and future effectiveness and viability.
 Learning organization recognizes the need for change and actively
pursues it. This is reflected in its corporate vision and business
objectives which are communicated to, and shared by, its
members at all levels.
 Constitutional forms and systems need to be introduced to give
people the opportunity to question and to challenge existing
practices and beliefs, and to try out new ideas in a blame-free
environment so that the organization is continually improving itself
Training, Education, and Experience

Training
A planned and systematic effort to modify or develop
knowledge/ skill/attitude through learning experience, to
achieve effective performance in an activity or range of
activities. Its purpose, in the work situation, is to enable an
individual to acquire abilities in order that he or she can
perform adequately a given task or job and realize their
potential
Training, Education, and Experience

Education
A process and a series of activities which aim at enabling
an individual to assimilate and develop knowledge, skills,
values and understanding that are not simply related to a
narrow field of activity but allow a broad range of
problems to be defined, analyzed and solved.
 Training &
Education

 Training provide knowledge,

skills and to inculcate the
attitudes which are needed
to perform specific task.
 Education provides more
theoretical and conceptual
frameworks designed to
stimulate an individual’s
analytical and critical
abilities
 Experience

 Planned Experience involves

an individual carrying out a
prescribed, designated task,
job or role.
 Unplanned experience, a
new learning experience,
which enriches, extends and
builds up a repertoire of
appropriate responses to
handle future situations.
The
ADDIE
Model

Instructional Design
Brenda Galvan
 What is the ADDIE Model?

 Model populer yang

digunakan oleh desainer
training.
 Banyak model telah dibuat;
semua model telah terbukti
bekerja secara efektif.
 Digunakan untuk
membantu membangun
pelatihan dan tutorial yang
sukses.
 The History of ADDIE

 Diciptakan oleh Universitas Negeri Florida pada tahun 1975.

 Digunakan oleh Angkatan Darat AS.

 Diadaptasi dengan cepat oleh semua Angkatan Bersenjata AS.

 Awalnya terdiri dari 19 langkah yang kemudian digabungkan

menjadi 5 fase.

 Digunakan dalam kombinasi dengan model ISD lainnya

untuk kinerja yang lebih baik.
 Phases of the
ADDIE Model
ADDIE Model terdiri oleh 4 model:

 Analysis

 Design

 Development

 Implementation

 Evaluation

Setiap designed to flows smoothly into the next phase

Analysis Design Development Implementation Evaluation

Analysis Phase

 Designer will detect

 Knowledge and skills of the learner
 Important goals that need to be established
 Who is the target audience

 Designer can also determine

 Environment
 Delivery of learning objectives
 Time frame of project completion
Analysis Design Development Implementation Evaluation

Design Phase

 Design the structure of the course

 Coordinate your objectives
 Identify contents and strategies based on behavioral
results
 Analyze information
 Create prototype

 The designer implements visual design

 Graphic design
 Interface
 Media selection
Analysis Design Development Implementation Evaluation

Development Phase

 Produce the actual learning criteria

 Develop course materials

 Add assignments

 Create quizzes and assessments

 Review and revise course objectives

 Do a pilot test for a final review

Analysis Design Development Implementation Evaluation

Implementation Phase

 Training procedure is developed for facilitators and

learners

 This will cover:

Curriculum

Outcome

Method of delivery

Procedures for testing

Analysis Design Development Implementation Evaluation

Evaluation Phase

 Formative Evaluation
 This part of the evaluation is presented in every phase of the ADDIE
model.

 Summative Evaluation

 Opportunity to receive feedback from the learner.

 If necessary, revisions are made at this point.

 RESULTS/HASIL
Mengevaluasi Efektifitas training melalui perbaikan
kinerja sebagai dampak dari pelatihan.
Evaluasi Result

Penilaian, yang pada dasarnya

berupa hasil akhir

Definisi dari “hasil” tergantung dari

tujuan dari program pelatihan
 Bagaimana Melakukan
Evaluasi Result

Berikan waktu Ukur hasil

Pertimbangkan
Gunakan agar hasil yg sebelum dan
antara cost
control group diinginkan setelah
versus benefits
terealisasi pelatihan
Level ke-5  Sebagai bagian level ke-lima disebut dengan ROTI
(return on training investmen), dan dikembangkan
(lima) oleh Jack Phillips.
Return on
Investment
 Overview

The ADDIE Model

 A well-known method of instructional design
 Consists of 5 phases:
 Analysis
 Design
 Development
 Implementation
 Evaluation
The ADDIE model is a project management tool for creating successful
instructional design plans