Model Based on ADDIE: Its Definition and Utilization Method
The ADDIE model, developed in the 1970s at Florida State University for the U.S. Army, has become a vital tool for instructional designers and training developers worldwide. This method offers a systematic approach to creating and designing effective training programs, ensuring a productive and informative learning outcome for learners.
The ADDIE process consists of five phases: Analysis, Design, Development, Implementation, and Evaluation. Each phase plays a crucial role in achieving the desired learning outcomes and continuous improvement.
Analysis
The initial phase involves a thorough analysis of the organization's needs, business goals, and performance gaps. This step guides all subsequent actions, preventing irrelevant or poorly targeted training.
Design
In the design phase, learning objectives, content, delivery methods, and assessments are mapped out, tailored to the identified needs. Stakeholder input is essential to ensure alignment and relevance.
Development
The development phase involves creating training materials, including the addition of visuals, to facilitate effective learning. The materials can range from eLearning, instructor-led modules, or microlearning components, depending on the project's requirements.
Implementation
The fourth stage, implementation, is where training materials are developed and delivered using appropriate channels and support mechanisms. The goal is to ensure that training reaches learners effectively.
Evaluation
The evaluation phase is crucial for gathering learner feedback and determining if instructional goals are achieved and the training method is successful. It includes both summative and formative evaluations, ensuring continuous improvement and enhancing the overall learning experience.
The ADDIE model is flexible and can be used for online, physical, or hybrid learning environments. It is applicable to various types of learners, such as those in schools, corporate training, or businesses.
By adhering to these best practices, organizations can design training solutions that are targeted, measurable, and impactful in enhancing employee skills and organizational performance. Engaging stakeholders throughout, customizing the process, and linking training directly to performance outcomes are essential for maximizing the model's effectiveness.
In conclusion, the ADDIE model is a proven and tested method for creating effective training programs. By systematically following all five phases—Analyze, Design, Develop, Implement, and Evaluate—without skipping any steps and tailoring each phase to the organization's specific needs and goals, organizations can achieve instructional goals in training and development.
Education and self-development are essential aspects of the ADDIE model, as it offers a systematic approach to creating effective training programs that cater to workers' learning needs. Throughout the ADDIE process, learning opportunities are designed, developed, and evaluated to ensure a productive and informative outcome for learners in various settings such as schools, businesses, and online platforms.
