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ADDIE
EV
AL
LEARNING & TRAINING
UA
IM
TE
PL
DE
EM
VE
EN
ADDIE is a training development and learning
DE
LO
T
model. It is an acronym for five stages of a
SI
P
development process: Analysis, Design,
GN
Development, Implementation, and Evaluation.
AN
ADDIE relies on each stage being done in the
AL
given order but with a focus on reflection and
iteration.
YZ
E
A D VA N T A G E S E D I S A D VA N T A G E S
Commonly used
I Rigid linear process
Proven to be effective for
learning
D Must be followed in a
set order
Widely accepted model D Time consuming & costly
A
Foundation for other learning Relative inflexibility to
models adapt to changes
Easy to measure time Doesn’t allow for
and cost iterative design
TRAINING NEEDS What does success
look like?
Why aren’t people doing
what they need to
succeed?
What do people (trainees)
need to be doing that they
aren’t?
What competencies are
needed to meet
organizational goals?
TRAINING NEEDS
ANALYSIS
PURPOSE EXAMPLE
What the training is based on and serves as a Implement new remote-work
s measure of training success. Effectiveness can be communication software within and
g oal
rning measured with a pre and post-test between teams
ea
el l
- lev
Top Take prior knowledge and experience into consideration. All current and incoming employees. Most of
Use this info to tailor delivery method and make content whom have minimal experience with remote
ce
dien relatable team management
t a u
ge
Tar
Expectations of key stakeholders, Executive management expects productivity
s specifically, the expected outcome of the level to be maintained, regardless of the larger
need training and learning process business climate
de r
kehol
St a
Includes number of training hours, duration, 2 full work days worth of training, off-site
budget, facilities, software, one-off purchases (work from home), no additional budget or
ed
equir and expenses purchases needed
es r
so urc
Re
ORGANIZATIONAL ORGANIZATIONAL REQUIREMENTS JOB FUNCTION TRAINEE
SUPPORT ANALYSIS ANALYSIS ANALYSIS ANALYSIS
Establish relationship Analyze tasks and Knowledge,
Specify goals Define the target job Develop performance indicators
with top management Skills, Abilities (KSAs)
Establish relationship with other Choose method for needs Determine KSA gaps
Determine training climate Develop tasks
organizational members analysis in target population
Identify external and Determine approach
Form project / liaison team Determine participants Form task clusters
legal constraints to resolve gaps
Determine points of contact Develop KSAs
Determine relevant KSAs and
Anticipate problems
tasks
Develop a protocol Link relevant KSAs to tasks
ORGANIZATIONAL ORGANIZATIONAL REQUIREMENTS JOB FUNCTION TRAINEE
SUPPORT ANALYSIS ANALYSIS ANALYSIS ANALYSIS
Establish relationship Analyze tasks and Knowledge,
Specify goals Define the target job Develop performance indicators
with top management Skills, Abilities (KSAs)
Establish relationship with other Choose method for needs Determine KSA gaps
Determine training climate Develop tasks
organizational members analysis in target population
Identify external and Determine approach
Form project / liaison team Determine participants Form task clusters
legal constraints to resolve gaps
Determine points of contact Develop KSAs
Determine relevant KSAs and
Anticipate problems
tasks
Develop a protocol Link relevant KSAs to tasks
ORGANIZATIONAL ORGANIZATIONAL REQUIREMENTS JOB FUNCTION TRAINEE
SUPPORT ANALYSIS ANALYSIS ANALYSIS ANALYSIS
Establish relationship Analyze tasks and Knowledge,
Specify goals Define the target job Develop performance indicators
with top management Skills, Abilities (KSAs)
Establish relationship with other Choose method for needs Determine KSA gaps
Determine training climate Develop tasks
organizational members analysis in target population
Identify external and Determine approach
Form project / liaison team Determine participants Form task clusters
legal constraints to resolve gaps
Determine points of contact Develop KSAs
Determine relevant KSAs and
Anticipate problems
tasks
Develop a protocol Link relevant KSAs to tasks
ORGANIZATIONAL ORGANIZATIONAL REQUIREMENTS JOB FUNCTION TRAINEE
SUPPORT ANALYSIS ANALYSIS ANALYSIS ANALYSIS
Establish relationship Analyze tasks and Knowledge,
Specify goals Define the target job Develop performance indicators
with top management Skills, Abilities (KSAs)
Establish relationship with other Choose method for needs Determine KSA gaps
Determine training climate Develop tasks
organizational members analysis in target population
Identify external and Determine approach
Form project / liaison team Determine participants Form task clusters
legal constraints to resolve gaps
Determine points of contact Develop KSAs
Determine relevant KSAs and
Anticipate problems
tasks
Develop a protocol Link relevant KSAs to tasks
ORGANIZATIONAL ORGANIZATIONAL REQUIREMENTS JOB FUNCTION TRAINEE
SUPPORT ANALYSIS ANALYSIS ANALYSIS ANALYSIS
Establish relationship Analyze tasks and Knowledge,
Specify goals Define the target job Develop performance indicators
with top management Skills, Abilities (KSAs)
Establish relationship with other Choose method for needs Determine KSA gaps
Determine training climate Develop tasks
organizational members analysis in target population
Identify external and Determine approach
Form project / liaison team Determine participants Form task clusters
legal constraints to resolve gaps
Determine points of contact Develop KSAs
Determine relevant KSAs and
Anticipate problems
tasks
Develop a protocol Link relevant KSAs to tasks
REVISION REVISION
ANALYZE
ADDIE TRAINING
IMPLEMENT EVALUATE DESIGN
TRAJECTORY
DEVELOPMENT
REVISION REVISION
TRAINING PROCESS
E VA L U A T I O N I N I T I AT E / P L A N
Review and report project and Determine training feasibility and plan
program effectiveness training execution
6 1
I M P L E M E N TAT I A N A LY S I S
ON 5 2
Prepare program schedule and Analyze stakeholder
train participants requirements
4 3
DEVELOPMENT DESIGN
Develop program materials, Produce high-level design of
infrastructure, and schedule training program
FIVE PHASE OF ADDIE MODEL
A D D I E
A N A LY S I S DESIGN DEVELOPMENT I M P L E M E N TAT I O N E VA L U A T I O N
Clarifies the instructional Deals with learning objectives, Instructional designers and The implementation phase What are the learner’s needs?
objectives, and identifies the assessment instruments, developers create and develops procedures for What is to be learned and by
learning environment and exercise content, subject matter assemble content assist training facilitators and whom ?
learner’s existing knowledge analysis, lesson, planning and blueprinted in the design learners.
and skills. media selection phase.
TRAINING MODEL
COMPONENTS
Review learning objectives and establish learning outcomes and organizational context with the
A N A LY Z E
01
01 target audience to meet their learning needs.
Design customized contents for the target trainees to
DESIGN achieve the desired outcomes.
02
02
Develop training/coursework using effective training methodologies
DEVELOP
and activities to meet learning objectives.
03
03
Manage the conduct of course, such as provision of
IMPLEMENT conducive and optimal learning environment
04
04
Assess training effectiveness and impact; study
E VA L U A T E
feedback for improvement
05
05
TRAINING ACTIVITIES
1 2 3 4 5
A N A LY S I S DESIGN DEVELOPMENT I M P L E M E N TAT I O N E VA L U A T I O N
OBJECTIVE
Prepare the learning
Identify the problem & the Define the learning objective Develop & validate the Assess the effectiveness of
environment & implement the
learning requirements & the instructional strategies learning resources the course instruction
learning solution
• Identify the problem • Define course purpose and • Develop course material • Pilot course in actual learning • Assess learning effectiveness
ACTIVITIES
• Conduct learning needs learning objectives • Develop learning activities environment • Interpret evaluation results
analysis • Plan course structure and • Finalize course material • Assess adequacy & refine • Improve instructional strategy &
• Finalize learning contents instruction course material
requirements • Plan instructional strategy • Release & maintain course
TRAINING ACTIVITIES
A N A LY Z E A N A LY Z E DEVELOP IMPLEMENT E VA L U A T E
OBJECTIVE
Prepare environment
Identify the problem Define learning objective and Develop and validate learning Assess the effectiveness of
& implement the learning
and the learning requirements instructional strategies resources the course instruction
solution
• Identify the problem • Define course purpose • Develop course material • Pilot course in actual • Assess learning
• Conduct learning needs and learning objectives • Develop learning learning environment effectiveness
ACTIVITIES
analysis • Plan course structure and activities • Assess adequacy & refine • Interpret course
• Finalize learning contents • Finalize course material instruction evaluation results
requirements • Plan instructional • Release & maintain • Improve instructional
strategy course strategy & course
material
OBJECTIVES &
DELIVERABLES
ACTIVITY FOCUS OBJECTIVE DELIVERABLE
Determine training feasibility and Costs and benefits accurately determined Training definition and
1 I N I T I AT E / P L A N
plan training execution and plan complete training plans
Analyze stakeholder requirements Training needs and other requirements
2 A N A LY Z E Training Needs Analysis
accurately defined
Produce high-level training Design satisfies requirements identified
3 DESIGN High-level design
program design in needs analysis
Develop program materials, Pilot program and implementation plan Training materials, resources,
4 DEVELOP
infrastructure, and schedule meet requirements evaluation instruments
Prepare program, schedule, and Participants (trainees) successfully Completed trainee assessments and
5 IMPLEMENT
train participants complete program feedback
Review and report training Evaluations determine strengths and
6 E VA L U A T E Program evaluation report
program effectiveness areas for improvements
TRAINING EVENTS BY PHASES
Analyze system List learner activities
Complie task inventory Develop objectives Select delivery system
Select tasks Identify learning steps Review existing material
Build performance measure Develop tests Develop instruction Internal evaluation
Choose settings List entry behaviors Synthesize Management plan External evaluation
Estimate training cost Sequence & structure Validate instruction Conduct training Revise system
ANALYZE DESIGN DEVELOP IMPLEMENT EVALUATE
TRAINING EVENTS BY PHASES
Analyze system List learner activities
Complie task inventory Develop objectives Select delivery system
Select tasks Identify learning steps Review existing material
Build performance measure Develop tests Develop instruction Internal evaluation
Choose settings List entry behaviors Synthesize Management plan External evaluation
Estimate training cost Sequence & structure Validate instruction Conduct training Revise system
ANALYZE DESIGN DEVELOP IMPLEMENT EVALUATE
TRAINING EVENTS BY PHASES
Analyze system List learner activities
Complie task inventory Develop objectives Select delivery system
Select tasks Identify learning steps Review existing material
Build performance measure Develop tests Develop instruction Internal evaluation
Choose settings List entry behaviors Synthesize Management plan External evaluation
Estimate training cost Sequence & structure Validate instruction Conduct training Revise system
ANALYZE DESIGN DEVELOP IMPLEMENT EVALUATE
TRAINING EVENTS BY PHASES
Analyze system List learner activities
Complie task inventory Develop objectives Select delivery system
Select tasks Identify learning steps Review existing material
Build performance measure Develop tests Develop instruction Internal evaluation
Choose settings List entry behaviors Synthesize Management plan External evaluation
Estimate training cost Sequence & structure Validate instruction Conduct training Revise system
ANALYZE DESIGN DEVELOP IMPLEMENT EVALUATE
TRAINING EVENTS BY PHASES
Analyze system List learner activities
Complie task inventory Develop objectives Select delivery system
Select tasks Identify learning steps Review existing material
Build performance measure Develop tests Develop instruction Internal evaluation
Choose settings List entry behaviors Synthesize Management plan External evaluation
Estimate training cost Sequence & structure Validate instruction Conduct training Revise system
ANALYZE DESIGN DEVELOP IMPLEMENT EVALUATE
TRAINING WORKSHEET
A N A LY S I S
What needs to be known ? What problem needs to be fixed ? Who? Why? What?
DESIGN
How can topic be best taught? What ways can the content be organized? How can learning be evaluated?
DEVELOPMENT I M P L E M E N TAT I O N
Develop a list of talent needed to accomplish above & their roles. What will your classroom look like? What org. pieces need to be place?
E VA L U A T I O N
Formative Evaluation : What questions would you ask to see if the program ?
Summative Evaluation : What question would you ask to see if the program worked like wanted & the learners met the objectives?
TRAINING PROGRESS
TRACKER
TRAINEE SUBJECT PROGRESS STATUS
Grace Johnson Business intelligence software Incomplete
Norman Smith Data reporting and analytics Incomplete
Teresa Goodman Project communications Passed
Joseph Rockwell Record maintenance Incomplete
Tammie Jones Business intelligence software Passed
Louis Thompson Project communications Incomplete
TRAINING EVALUATION WITH
KIRKPATRICK MODEL
REACTION
1
Measured by feedback from learners. In addition to online surveys,
add features such as “Like the course” and “Recommend the
LEARNING course” within course framework.
It can be easily measured through 2
scoring patterns in the end of course
assessments B E H AV I O R A L C H A N G E S
They are certainly more difficult to be assess. We use a
3 combination of techniques to assess how much of the newly
acquired learning is being on the job.
BUSINESS
I M PA C T
It is generally measured through productivity gain, impact
on quality measures through reduction in re-work, getting
ROI
higher number of work assets. 4
It is normally calculated by converting the
business impact gains (as shown in level 4) to
monetary value.
