First published: August 3, 2022 @ 6:00 pm
In the era of the information explosion, online training has become a global phenomenon. The internet has made it possible to learn almost anything from almost anywhere.
Therefore, we need to train our employees to be an independent learner of time and place.
What is ADDIE Model of Learning?
The ADDIE model is an instructional design model created by the U.S. Air Force in the early 1950s, and people still use it today in many training or coaching programs worldwide.
Although its name may sound like some medication, this model has proven to be one of the most effective ways to create and deliver coaching projects.
It offers a straightforward, doable approach that has changed how many organizations train their employees, and ADDIE continues to develop as new technology emerges in our world today.
How ADDIE Model Works?
The main idea behind using ADDIE is that training should be a learn-by-doing process rather than a read-by-listening one or an attend-a-lecture type of experience for the learner.
This method provides a flexible structure for instructional designers to develop their programs, which respond to their learners’ needs and requirements. ADDIE implementation incorporates five stages of development, each of which is important in its way.
What’s The Foundation of ADDIE Model?
The ADDIE model starts with creating a design and development plan, the foundation for the entire process. Implementing the ADDIE training model comprises five stages:
We don’t carry out these five stages linearly. Instead, each stage interrelates and constantly overlaps with each other. The instructional designer may go back to any stage to improve and revise their work or even start over from scratch if needed.
Photo by FORTYTWO on Unsplash.
1) Analysis
In this step, you identify and understand what you want to achieve with your training program. You must understand the who, what, where, why and how of your program or lesson so that you can develop an effective strategy for its delivery.
You will also need to know what kind of learning content suit your employees’ needs as you create objectives for each part of the projects (and evaluate those objectives).
The analysis phase aims to determine what’s necessary to achieve the desired results.
2) Design
In the design phase, you will create a detailed plan that includes your learning objectives, the learning content, the learning outcomes, the resources, the tools, and how you will present it to the learners. It is also where you will determine whether your design is workable and likely to succeed.
Your objectives are most likely based on your findings from the analysis phase. The design phase can be very time-consuming as it forces you to think about all the details involved in creating your training program.
It is imperative to include these details in a design document to know what’s necessary and how we should do it once the training has begun.
3) Development
In the development phase, you develop your training content (which may include videos, podcasts, role plays or any other media) and determine how you will present it to your learners.
It is also an activity-based process where participants interact with others through collaborative activities and discussions.
This phase aims to ensure that your learners can successfully perform the tasks you want them to do after the training has ended.
4) Implementation
This is where you get your learners ready for the learning program, teach them how to use the learning content, and provide them with any other necessary information.
The implementation phase includes setting up your training environment, getting equipment ready, and any other work that’s necessary before the real training begins.
Photo by FORTYTWO on Unsplash.
5) Evaluation
This is a continuous process throughout all ADDIE steps (even during step 1). This model’s evaluation phase goal is to make assessment, improvements, and adjustments based on what you learned and feedback from the evaluation in step 4.
You then go back and re-evaluate based on new findings. For example, you may find out that an inevitable part of your content or activity is not working for some individuals in your group, so you modify it for future training programs.
ADDIE Training Model is famous for designing training programs, so people also know it as the ADDIE Training Design Model.
What’s the Benefits of the ADDIE Training Model
Some benefits of ADDIE include:
The five-step process makes it easier to keep track of your progress and see how each step builds on the last. You can also repeat the steps if you need to improve your coaching program.
For example, you may find out from evaluation that a particular activity is not working well for some learners, so you go back to development to revise it and make necessary changes.
Another benefit is that you can use this model for training, whether through person-to-person coaching or e-learning.
The ADDIE model provides a specific structure and guidance for instructional designers creating training programs from scratch. However, there is also room for creativity and innovation to develop something unique and tailored to your needs and requirements.
RELATED: The Importance of Training New Hires
Are There Any Cons?
The method can develop a wide range of coaching programs, from simple core training to complex continuing education programs. The ADDIE Training Model is a systematic approach to instructional design that ensures consistency throughout the entire development process.
Some critics say that ADDIE has lost its relevance in today’s fast-changing information society, where new technologies emerge every day.
However, many people still consider it the best way to develop effective coaching projects and improve their quality. Despite some limitations, it remains one of the most widely used methods for instructional designers worldwide.
How to Best Use ADDIE Training Model?
To get the best out of the ADDIE training model, you must determine what the model is really about. Developing a course means a process that includes all the steps involved in planning, designing, developing and delivering a practical course.
That may seem like much work, but it is essential to remember that these processes connect to each other, and each of them is necessary for the successful delivery of a course.
Photo by FORTYTWO on Unsplash.
Can We Use the ADDIE Model in Big Organizations?
We can use the ADDIE model at any level in the organization. This means that if you are a trainer at the grassroots level, you can use the principles and techniques suggested by this model to develop coaching courses.
The same applies if they have tasked you with developing courses for employees working at higher levels within the organization. It is important to note that there may be differences in how you go about using ADDIE for lower-level employees and using it for higher-level employees.
Regardless, this is a training model that can be used in both cases. The ADDIE training model is well suited for developing online courses. This is because it allows you to follow the same steps for both online and offline courses.
The only difference between the two would be in the medium used for delivering the content. The medium used for offline courses can be a classroom, whereas online courses can be virtual.
RELATED: 6 Tips to Make Onboarding a Success
How Effective is The ADDIE Model?
One aspect of this model is how it ensures that all relevant stakeholders are involved at every stage of the development process, ensuring a high ownership level.
This model also ensures that we develop the training material based on the target audience’s needs, which leads to a high level of relevance. Besides, ADDIE considers all the organisation’s needs and objectives and those of the participants.
This learning model is still being used by organizations that are looking to develop effective training material and projects.
From the above, it is easy to see why this model is effective. Apart from the fact that it is one of the most widely used models for developing training programs, it also ensures no gaps when delivering training material.
Want to Get the Best of ADDIE Training Model?
All different aspects of the ADDIE model work together to ensure that the material is delivered systematically. It has been over 25 years since ADDIE was first introduced globally, but organizations across all industries and levels still widely use it today.
The fact that ADDIE has stood the test of time shows how practical and valuable this training model really can be.
Our website, WorkDeputy, offers a collection of resources to help you with ADDIE training. From our training modules to our various other articles, we have something for everyone.
