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ADDIE Model Kristin Householder
ADDIE Model
Kristin Householder
Addie Training Model  A = Analysis  D = Design  D = Development 
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
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 If no Training Back to Gather/Analyze

Step 1. Analysis Training Needs Assessment Model

Step 1. Analysis Training Needs Assessment Model Identify Goal Refer If no Training Back to Gather/Analyze
Step 1. Analysis Training Needs Assessment Model Identify Goal Refer If no Training Back to Gather/Analyze
Identify Goal Refer If no Training Back to Gather/Analyze Data Problem? Manager Identify Performance Gap Identify
Identify Goal
Refer
If no
Training
Back to
Gather/Analyze Data
Problem?
Manager
Identify Performance 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
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:
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
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.
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
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
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
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.

THINK ABOUT IT What type of training instructional method would you use in these circumstances: Passive,
THINK ABOUT IT What type of training instructional method would you use in these circumstances: Passive,
THINK ABOUT IT What type of training instructional method would you use in these circumstances: Passive,
THINK ABOUT IT What type of training instructional method would you use in these circumstances: Passive,
Program Delivery Mechanisms Classroom Self-Study Programmed instruction E-learning
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
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
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

THINK ABOUT IT What would you do (onsite vs. offsite training)? • The organization for which
THINK ABOUT IT What would you do (onsite vs. offsite training)? • The organization for which
THINK ABOUT IT What would you do (onsite vs. offsite training)? • The organization for which
THINK ABOUT IT What would you do (onsite vs. offsite training)? • The organization for which

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

THINK ABOUT IT What would you do (onsite vs. offsite training)? • The organization for which
THINK ABOUT IT What would you do (onsite vs. offsite training)? • The organization for which
THINK ABOUT IT What would you do (onsite vs. offsite training)? • The organization for which

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?

THINK ABOUT IT What would you do (onsite vs. offsite training)? • The organization for which
Final Step!!!!! Evaluation Goals/Outcomes of Training Transfer of Training Productivity/Efficiency Employee Knowledge Safety/Quality How do you
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
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
Training Evaluation Metrics
Cost-Benefit Analysis
Training Evaluation Metrics Cost-Benefit Analysis Typical Costs Typical Benefits -Less supervision necessary - Trainer’s salary and
Training Evaluation Metrics Cost-Benefit Analysis Typical Costs Typical Benefits -Less supervision necessary - Trainer’s salary and
Training Evaluation Metrics Cost-Benefit Analysis Typical Costs Typical Benefits -Less supervision necessary - Trainer’s salary and
Typical Costs Typical Benefits -Less supervision necessary
Typical Costs
Typical Benefits
-Less supervision necessary

-Trainer’s salary and time

-Trainee’s salary and time

-Material for training

-Expenses for trainer and

trainees

-Cost of facilities and

equipment

-Lost productivity

Training Evaluation Metrics Cost-Benefit Analysis Typical Costs Typical Benefits -Less supervision necessary - Trainer’s salary and
Training Evaluation Metrics Cost-Benefit Analysis Typical Costs Typical Benefits -Less supervision necessary - Trainer’s salary and
Training Evaluation Metrics Cost-Benefit Analysis Typical Costs Typical Benefits -Less supervision necessary - Trainer’s salary and
-Attitude change
-Attitude change
Training Evaluation Metrics Cost-Benefit Analysis Typical Costs Typical Benefits -Less supervision necessary - Trainer’s salary and
Benchmarking
Benchmarking
Gather training data from your Productivity & Quality Center and the Saratoga Institute)
Gather training data from your
Productivity & Quality Center and
the Saratoga Institute)
Benchmarking Gather training data from your Productivity & Quality Center and the Saratoga Institute) organization (performance
organization (performance data, sales, efficiency, etc) Gather training data on similar organization (ASTD, or American
organization (performance data,
sales, efficiency, etc)
Gather training data on similar
organization (ASTD, or American
Benchmarking Gather training data from your Productivity & Quality Center and the Saratoga Institute) organization (performance
Benchmarking Gather training data from your Productivity & Quality Center and the Saratoga Institute) organization (performance
Benchmarking Gather training data from your Productivity & Quality Center and the Saratoga Institute) organization (performance
Benchmarking Gather training data from your Productivity & Quality Center and the Saratoga Institute) organization (performance

THINK ABOUT IT

THINK ABOUT IT What type of Kirkpatrick’s evaluation methods would you use? (Reaction Eval. Method, Learning
What type of Kirkpatrick’s evaluation methods would you use?
What type of Kirkpatrick’s evaluation methods
would you use?
THINK ABOUT IT What type of Kirkpatrick’s evaluation methods would you use? (Reaction Eval. Method, Learning

(Reaction Eval. Method, Learning Eval. Method, Behavior Eval. Method,

or Results Eval. Method)
or Results Eval. Method)
You work for organization whose upper management does not see the benefit in having training programs
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????
ANY QUESTIONS/COMMENTS????