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ADDIE

ADDIE. by Charlie Howard. ADDIE.

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ADDIE

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  1. ADDIE by Charlie Howard

  2. . ADDIE According to Brown and Green (2006), “At the beginning of the 20th century, John Dewey (1900), called for a “linking science” between what is known about how people learn and the practice of delivering instruction” (pg. 6). As a “linking science”, Instructional Design is a discipline in which practitioners constantly look to the findings of other disciplines to study and improve of developing, delivering and evaluating instruction and instructional practices” (Brown & Green (2006) p.7). ADDIE is an Instructional Systems Design model. This model provides a step by step process design to assist instructional designers and training developers create training programs for company’s and/or educational institutions. ADDIE is a generic model which stands for Analysis, Design, Development, Implementation and Evaluation. Each step has its own outcome that feeds the next step. There are many Instructional Design Models (ISD) yet most are based on the ADDIE format. Press enter to continue

  3. A nalysis (Needs) The Analyze phase is the first phase concerning an Instructional Design. Here, problems are identified, defined and the necessary steps are determined to find a possible solution to help improve the learner. Research techniques such as needs analysis, job analysis and task analysis may be implemented. The outputs of this phase often include the instructional goals, and a list of tasks to be instructed. These outputs will be the inputs for the Design phase. Things to keep in mind: • The business goals you want to achieve • The material that must be taught • The learners' current capabilities * When all necessary data is collected at the end of the analysis phase, a document is generated and presented as the course’s learning objectives. **Client can now review the learning objectives. Click enter to continue

  4. Training Specialist reviews the course's learning objectives and considers the following questions: • How should content be organized? • What delivery format should be used? • How should ideas be presented to learners? • What types of activities/exercises will best help learners? • How should course accomplishments be measured? *A training specialist can now write an instructional design document. This document provides the course outline and an overview of the entire training solution. D esign Design a process to achieve your goals and correct the performance deficiencies. Press enter to continue

  5. D evelopment Develop the initial discoveries and process them into a product that will assist the learners into becoming better performers. Training Specialists must proceed with the training development phase smoothly. Keep in mind that you want your learners to be focused on what they need to learn. Press enter to continue

  6. DevelopmentCont. Training Tools Suggested by Training Specialists: • Create a prototype: • Provides a preview that everyone can see and discuss. • Conduct a Table Top Review: • Training specialist and clients check the content's accuracy and completeness while checking for errors. • Run a pilot session: • The instructional course is presented to the learners. Observation is conducted to see how the learner interacted with the materials. Press enter to continue

  7. I mplementation Implementation means delivering the instruction to the learners by means of distributing textbooks, videotapes, workbooks, and/or virtual training, whether it's classroom, lab or computer-based. This phase must promote the students' understanding of material, support the students' mastery of objectives, and ensure the students' transfer of knowledge from the instructional setting to their place of employment or educational institution. Press enter to continue

  8. Here, the ADDIE Evaluation phase is the final phase which provides a final review for the specific project. Measurements are conducted by the trainer to see if the intended goal was met. Two crucial evaluations are performed during and after the project: 1) Formative Evaluation: Evaluation during and between phases. The purpose is to improve the instruction before the final version is implemented. 2) Summative Evaluation: Implemented after the final version of instruction. This type of evaluation assesses the overall effectiveness of the instruction. This collected data is used to make a decision whether to purchase an instructional package or continue/discontinue instruction. E valuation Press enter to continue Evaluate the performers, courseware, and audit-trail throughout the four phases and in the working environment to ensure it is achieving the desired results.

  9. In conclusion, training programs require excellent planning, review, and revision.The ADDIE model stresses those concepts. Each of the five ADDIE phases provide review checkpoints that allows the training specialist and the client to evaluate the work that has been produced which in turn grants the learner the ability to achieve success. The ADDIE design model identifies performance opportunities within an organization and directs the needed resources to the areas needing improvement. The needs analysis is the foundation when establishing a training and development Program. It determines instructional objectives needed, the selection and design of instructional programs, the implementation of the programs and the evaluation of the training needed. Press enter to continue

  10. Why Apply the ADDIE Model? The ADDIE instructional design model represents a complete instructional design workflow. It offers planning activities, quality assurance checkpoints, and feedback cycles. While it takes more time to properly plan and execute a training project, the ADDIE design model reduces the risk and the cost of errors. Press enter to continue

  11. Objective/Goal

  12. References: ADDIE- An introduction. (2006). http://edweb.sdsu.edu/courses/EDTEC540/EDTEC540BB/Module3/mod03 eLearning.(2007) e-Learning - A comprehensive elearning and online distance learning resource. http://www.about-elearning.com/e-learning-resources.html International Society for Performance Improvement.(2010). http://www.ispi.org/pdf/suggestedReading/Miller_Osinski Brown, A, & Green, T. (2006). The Essentials of Instructional Design. (p. 6 & 7).

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