ADDIE Model

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

Gather/Analyze Data

Training
Problem?

If no

Refer Back to Manager

Identify Performance Identify Goal Gap

Identify Instructional Goals

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?

What factors do you think you should consider in making this decision?
Size of the organization Training expertise and Availability of in-house trainers Uniqueness of the subject matter Availability and costs of prepackaged program or external consultant

Think About it
Would you internally train, use prepackaged programs, or outsource for the following topics:
Sexual Harassment (WHY?) Technical training on a manufacturing line (WHY?)

Step 2. Design
1. Compile task inventory if training is for technical skill 2. Identify Target Audience Learning Styles: Visual, Auditory, Kinesthetic 3. Identify and talk with Stakeholders 4. Develop Training Objectives 5. Develop course Content Consider Learning Curves 6. Develop Evaluation Criteria

Think About It:

Think of this class, Training and Organizational Development as a prolonged training program. Can you think of a training objective for this class. Remember be SPECIFIC!!!

Step 3. Development
Decide on the Training Materials Leader guides, Manuals, Handouts Decide on Media Use Computer, Television, DVD player, etc. 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?
You want to have a training program that helps employees build stronger analytical and problem solving skills. You want to have a training program that will help employees in the human resource department with the newly installed HRIS software. You want to have a training program for hundreds of employee on new organizational policies and procedures.

Program Delivery Mechanisms

Classroom Self-Study Programmed instruction E-learning

THINK ABOUT IT:

What Program Delivery Mechanism would you use? (Classroom, Self-Study, Programmed instruction, or E-learning)
Jenny worked for years with OSHA compliance. However, after a long leave of absence from the workforce she has returned as a safety manager to your organization. You want her to refresh her knowledge of OSHA laws and be brought up to speed on some new laws. As an HR representative at an adhesives research company you are responsible for delivering orientation to small groups of new hires. You are instructed to make them feel comfortable while telling them of organizational policies and procedures. 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

Arrange for delivery

Training materials, needed media products

If offsite
Ensure everyone has a ride All expenses have been paid

THINK ABOUT IT

What would you do (onsite vs. offsite training)?

The organization for which you are trainer is currently not to doing to well financially. The only onsite training facility is directly across from the work plant, and it is extremely noisy and distracting. Recently you accidentally overheard a conversation between the vice president of HR and Budget management about how they feel that you are a drain on HRs budget. The training material that you are to present is extremely important and needs to be clearly understood. What would you do, would just deal with the noise of the plant or would you argue for more money? If so, what points would you argue?

Final Step!!!!! Evaluation

Goals/Outcomes of Training

Transfer of Training Productivity/Efficiency Employee Knowledge Safety/Quality

How do you evaluate these training outcomes????

Common Models of Training Evaluation

Donald Kirkpatrick 4 levels of training evaluations in US Training and Development Journal: Reaction Evaluation Method

Survey (provides trainer feedback not organizational impact)

Learning Evaluation Method

Test (provides effectiveness of training info. but no feedback) Experimental design: Pre-test/post-test, Post-test/control group

Behavior Evaluation Method

Observations, interviews, or surveys 6 wks-6months later Provides info. if new skills were transferred to job

Results Evaluation Method

Impact on business Compares objective statements (turnover, sales, costs)

Training Evaluation Metrics

Cost-Benefit Analysis
Typical Costs -Trainers salary and time -Trainees salary and time -Material for training -Expenses for trainer and trainees -Cost of facilities and equipment -Lost productivity Typical Benefits -Increase in production -Trainers salary and time -Reduction in errors and -Trainees salary and time accidents -Material for training -Reduction in turnover -Expenses for trainer and -Less supervision necessary trainees -Ability to use new -Cost of facilities and capabilities equipment -Attitude change -Lost productivity

Benchmarking
Gather training data from your organization (performance data, sales, efficiency, etc) Gather training data on similar organization (ASTD, or American Productivity & Quality Center and the Saratoga Institute)

THINK ABOUT IT
What type of Kirkpatricks evaluation methods would you use?
(Reaction Eval. Method, Learning Eval. Method, Behavior Eval. Method, or Results Eval. Method)
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????