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ADDIE Model: Kristin Householder
ADDIE Model: Kristin Householder
Kristin Householder
Addie Training Model
A = Analysis
D = Design
D = Development
I = Implementation
E = Evaluation
Analyzing Training Needs
Organizational
Entire organization, single division or department
At this level you prepare for future need
Job/Task
Single job category
Indicated by low productivity
Individual
Individual employee
Indicated by poor review or employee assistance
request
Step 1. Analysis
Training Needs Assessment Model
Identify Goal
Refer
Training If no Back to
Gather/Analyze Data Problem? Manager
Identify Performance
Identify Goal Gap
Propose Solutions
Evaluate Options/Estimate
Budget and Timing
Present Proposal
During this Step Make
Sure to Think About:
Should the program be created internally, from a
prepackaged training program, or outsourced?
Instructional Methods
Active (Facilitation, Case Studies, Simulations, Vestibule,
Socratic Seminar)
Passive (Lecture, Presentation, Conference)
Experiential (Demonstration, One-on-One, Performance)
THINK ABOUT IT
What type of training instructional method would you
use in these circumstances: Passive, Active,
Experiential?
Classroom
Self-Study
Programmed instruction
E-learning
THINK ABOUT IT:
You work in a extremely fast paced technology firm where employees receive little
direction and are responsible for their own work. The turnover is extremely high,
therefore there is a constant stream of new employees.
Step 4. Implementation
Facility
Depends on type of training, number of participants, and budget
Onsite or offsite
Theater-style, classroom style, banquet-style, chevron style, conference
style, u-shaped style seating
Trainers
Skills, knowledge, and/or abilities with training material
Schedule
Feasibility of shutting down operations, employee availability, trainer
availability, multiple sessions
If offsite
Ensure everyone has a ride
All expenses have been paid
THINK ABOUT IT
Transfer of Training
You work for organization whose upper management does not see the benefit in
having training programs other than the initial orientation. You finally convinced them
to give you resources to create an interview training program for managers.
The HR department has become somewhat fearful that departmental hiring managers
will violate some employment laws. Therefore, you are instructed to put together a
training program for managers on basic human resources employment law. Be sure
that they walk away knowing the laws, otherwise there might be some lawsuits!!
You have just completed a brand new training program aimed at decreasing
unnecessary work steps for a production line. You want to pilot test the program, so
you recruit a few employees from the line and a couple of their managers to go
through the training.
ANY QUESTIONS/COMMENTS????