1.

Overview and Evolution of the ADDIE Training System

Reference: W Clayton Allen.Advances in Developing Human Resources; San Francisco Vol. 8, Iss. 4,
(Nov 2006): 430-441.

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221180962

Abstract

The workforce of the 21st century is in a continual state of flux. This has created a need for human
resource development scholars and practitioners to continue to review best practices in developing a
workforce with the latest technology, knowledge, and expertise. Revisiting traditional training
models and processes is important as a means of moving forward. Although there are many system
models, almost all are based on the generic analysis, design, development, implement, and
evaluation (ADDIE) model that evolved from instructional systems research following World War II.
The purposes of this article are to (a) reacquaint the profession with the background and basic
concepts of the traditional ADDIE model and (b) compare the original and revised ADDIE models.
Subsequent articles in this volume deal with issues and advancements surrounding ADDIE and the
ADDIE phases.

1. Management training for international students

Reference: Rees, W David; Porter, Christine.Industrial and Commercial Training; Guilsborough Vol.
30, Iss. 6, (1998): 209-213. DOI: 10.1108/00197859810232960

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214112118

Abstract

Management training for international students is an increasingly large, but competitive and
volatile, global market. Training providers need to ensure that they are market-oriented and avoid

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an ethnocentric approach. Program delivery needs to take account of the national context in which
students are, or will be, working. Potential action points are identified in this paper that may help
improve the quality of management training in particular. Developing a positive reputation is part of
the marketing process. In-house training of lecturing staff in the special needs of international
students may be necessary.

© 2022 Athena Global Education. All Rights Reserved