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ADDIE Analysis Phase
- 1. Training RefresherAnalysis By Rita Leets Last updated September 24, 2011
- 2. Why Analyze?
- 3. What is analysis? Setting the Goals Discovering the Needs Determining the Material to Cover Trainees Existing Knowledge
- 4. Guiding questions Business Needs What are the Goals and Objectives? Who are the Trainees? Current Knowledge New Knowledge to Acquire Available Resources What do I Consider Success
- 5. Training needs analysis Define Goals Set Objectives Find the GAP Determine Content Define Success Measure
- 6. Advantages Provides a Plan Sets the Pace for the Project Gives you a checklist Takes into Considerations all Participants. Determines and Measures Success
- 7. The End
Editor's Notes
- Welcome! This is the second presentations in the series. We will discuss the Analysis Phase of ADDIE
- Chances are you already do analysis before starting to develop training. A complete and concise training program needs planning and information gathering. We conduct analysis to produce a quality training program.
- We conduct analysis to set the correct goals of what we want to accomplish with the training material.It would be costly to focus on the wrong items to discover after all has been said and done that the correct goals were not accomplished and the users are not able to perform their dutiesThe training needs to be appropriate to the knowledge the trainee already has attempting to not make it too easy or too hard so that it will be challenging for participants and not discouraging if too difficult.We conduct analysis to make sure information is accurate, complete and correct.
- You may be saying, “ okay, you convinced me” How do I conduct analysis? There are some questions we should aim to answer during the analysis phase. Some of the questions you see on the screen are self explanatory like business needs, goals and objectives. What kind of work do my trainees do now and how will they use this new material EX. Everyday, As reference. What do they know some may need more detailed information than othersWhat information do they have now and what do they actually need to learn. Avoid being redundant repeating what they know. Specially if it will change. What resources can I count on for this projectWhat do they need to know or what procedure do they need to perform correctly for me to consider this training a success.
- Training needs analysis will answer the questions we had in the previous slide. Analysis can happen anywhere in during development and delivery. If at any time we feel a little lost as to where we are going we may revisit the analysis phase and clarify. Also training is dynamic goals and objectives may change. Set clear, specific and measurable goals and objectivesFind the GAP the difference between what the trainee knows and what we need him to know at the end of trainingCollect the information to be included in training and confirms with subject matter experts. What would you consider success and how would you measure it. Don’t panic! Answers to these questions need not be a research paper. Many times the first two are a given by the company. Success may simply be issue an order correctly or give the correct information to a customer. Measure may not even be conducted by you. Or it may be in the form of a pulse check. Q and A format.
- Analysis makes you an expert in your project. You have all necessary information about the major players, important information and measures of success.
- See you next time for the following Phases of ADDIE.