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ADDIE Model Presentation

ADDIE Model Presentation. Ignacio Reyes ECTC 3320.

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ADDIE Model Presentation

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  1. ADDIE Model Presentation Ignacio Reyes ECTC 3320

  2. The ADDDIE instructional design model has been used by many trainers to develop courses needed for the companies training needs. Instructional designers use this generic model to help capture the companies specific needs. There are five phases that consist in this model. These are vital steps in creating a training program. In this PowerPoint presentation, I will show you the 5 steps that consist of Analysis, Design, Development, Implementation and Evaluation. These steps offer a flexible guideline that will allow you to make a training program effective. Introduction

  3. Continuation of Introduction One of the challenges in today’s training environment, is that many instructors do not put enough time and effort into what the student is actually learning. Students can attend several training, and at the end of the course, gets nothing out of it. It’s vital that the training program targets what the trainer is attempting to teach the students. For example, if the training consist of how to change a flat tire, Its vital that after the training course, the students know how to change a flat tire and can teach others how to change a flat tire. The student should learn what they need to learn while attending the training. Lets review the phases

  4. The first step in the Analysis phase is recognizing the areas of opportunity that are within the department. What is the company looking to achieve with the training course? Anytime you are planning a training course, you will need to find the needs of both the trainer and student. You may create a training course that may not be compatible for the student to comprehend. Meeting with vital employees with the department and openly discussing these topics will be the first step in the ADDIE process. What are the department trends? What areas of opportunity need to be covered? What level of capability are the students? Analysis

  5. Analysis Have management send a survey testing students understanding Have the management team submit areas of opportunity that is most noticed What are the objectives of the training What measurements are you looking to obtain in this training What would you like for your students to learn Within a department or corporation, there are many training needs to be discovered. Anytime a department is not performing to the measurements that you would like, there are training needs that need to be discussed. As you Analyze the details of this phase, it’s vital that you ask detail questions and make sure that you are gathering the needs and resources you will need to create the training. One way to help you gain an understanding of what the department students or employees need, is to collect the critical information about the departments needs, learners needs, and course contents.

  6. Design Phase • After completed the Analysis phase, it’s time that you move to the next phase in the process. The next phase is the design phase. After the trainer has collected all the of the information needed and established an objective for the training, he will need to have an idea for what the course will look like once its complete. This allows the trainer to review and revise and areas that he may have missed. Its like a blueprint of what he is building

  7. Design Phase After visiting with the department management team and key employees within the corporation, you should have a strong objective in mind and what the company is looking for. You will also have a better understanding of what level of knowledge's your students will have. During the Analysis phase, you should have gain a full understand of what the students need. It is vital that you have all the information you need before moving forward to the next phase. If there are things that may have been overlook within the department, you will have to revisit this area at a later time. What are the different learning styles and how can I applied them. Questions you should consider; • How should the training be presented? • How should the instructor present the training to the students? • What are some activities that will tie into the company`s objectives? • Should we provide test as the end of the training?

  8. Development Phase • After completing the design phase, you will then need to move to the next phase, “the development phase”. Like with any course that you are trying to develop, you must follow the step that lead up to that phase. You have collected all the information for both the Analysis phase and the design phase and need to take the information to develop your course. This phase should run smoothly if you did a good job with the first two phases of the model. The trainer should always have in mind what the company is looking to accomplish and what works for the students. After you have a firm agreement from management team, you will then be able to create a course for the training. You can spend your time now focus on writing the training course. As I mentioned in the design phase, if there is something you may have missed in the first two phases, you will have to revisit at a latter time.

  9. Development Phase The development phase is designed to fit what the company or corporation is looking to accomplish, or fits the clients needs. The first step you will need to take is create a preview of the course. This will show you what the course will look like and give you an view on what changes need to be made. The second step is to create the course materials and design it to fit the training class. The third step would be to conduct a draft and deliver it to your client and collect their thoughts on the draft. And last, you would run a polite test and test if the training fits the clients needs.

  10. Implementation Phase The next phase in the ADDIE process if the implementation phase. At this point in the process, you would have already tested the course to make sure that students have developed a full understanding and gain the skills needed to accomplish the objectives set by the company and trainers. If you have followed the phases up to this point, you will feel more confident about your course during the implementation process.

  11. Now that you are ready to roll out the training, you may encounter problems during the process. It’s vital that after many hours of working on the course, that you prepare it to run smoothly and deliver it smoothly to the students and company. You need to make sure that all formats and logistics are plan out carefully to deliver the training in the most effective way possible. Here is just a few issues that you will need to focus on; Make sure that the management team and learners are aware of the course Meet with the company training staff, have them complete the training Make sure that applications and software (IT) you need is provided and up to date Set a time and locations of the training Implementation Phase

  12. Evaluation Phase Now that you have reached the evaluation stage of the process, you will need to locate areas of opportunity and focus on why the training was implemented from the beginning. The objective of this training was to improve the departments measurements with the goal in mind that the learner will have learn all that he/she needs to after the training.

  13. Evaluation Phase The evaluation phase will allow you to gain a full understanding on if your training was a success or failure. You will be able to gather the measurements you need and compare them to what you discussed before the course was created. The phase allows you to collect information using surveys and asking open questions. A test at the end of the training can determine rather the students did learn what they were supposed to learn. Here are a few questions that can be asked. • Did you enjoy the course? • Did you gain a full understanding of what course outlined? • Will this training help you with performance in the workplace? • Did it answer many questions you may have had?

  14. Conclusion In conclusion, the ADDIE process does provide you with the step by step process in creating a course that will not only assist with area`s of opportunity within you department, but will allow the student to learn what they need to learn at the need of the course. When the phases are followed in accordance to how the process is designed, you will feel more confident about your training course with its implemented.

  15. References • Education, T. S. (n.d.).(2010) The Addie Process. Retrieved September 16, 2010, from http://www.seamlessed.com/addie.htm • Intulogy. (2010). The ADDIE instructional Design Model. Retrieved September 17, 2010, from Intulogy: http://www.intulogy.com/addie/ • PH.D, A. B. (2001). The Choral Trainer. Retrieved September 17, 2010, from The Addie Process: http://www.choraltrainer.com/model.html

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