ADDIE model

1. ADDIE ModelADDIE Model
Alaa YoussefAlaa Youssef
Professional Human ResourcesProfessional Human Resources

2. Addie Training ModelAddie Training Model
 A = Analysis
 D = Design
 D = Development
 I = Implementation
 E = Evaluation

3. Analyzing Training NeedsAnalyzing Training Needs
OrganizationalOrganizational
Entire organization, single division or departmentEntire organization, single division or department
At this level you prepare for future needAt this level you prepare for future need
Job/TaskJob/Task
Single job categorySingle job category
Indicated by low productivityIndicated by low productivity
IndividualIndividual
Individual employeeIndividual employee
Indicated by poor review or employee assistanceIndicated by poor review or employee assistance
requestrequest

4. Step 1. AnalysisStep 1. Analysis
Training Needs Assessment ModelTraining Needs Assessment Model
Identify Goal
Gather/Analyze Data
Identify GoalIdentify Performance Gap
Identify Instructional Goals
Evaluate Options/Estimate
Budget and Timing
Present Proposal
Training
Problem?
If no
Refer
Back to
Manager
Propose Solutions

5. During this Step MakeDuring this Step Make
Sure to Think About:Sure to Think About:
Should the program be created internally, from aShould the program be created internally, from a
prepackaged training program, or outsourced?prepackaged training program, or outsourced?
What factors do you think you should consider inWhat factors do you think you should consider in
making this decision?making this decision?
Size of the organizationSize of the organization
Training expertise and Availability of in-house trainersTraining expertise and Availability of in-house trainers
Uniqueness of the subject matterUniqueness of the subject matter
Availability and costs of prepackaged program or externalAvailability and costs of prepackaged program or external
consultantconsultant

6. Think About itThink About it
Would you internally train, use prepackagedWould you internally train, use prepackaged
programs, or outsource for the followingprograms, or outsource for the following
topics:topics:
Sexual Harassment (WHY?)Sexual Harassment (WHY?)
Technical training on a manufacturing line (WHY?)Technical training on a manufacturing line (WHY?)

7. Step 2. DesignStep 2. Design
1. Compile task inventory if training is for technical skill1. Compile task inventory if training is for technical skill
2. Identify Target Audience2. Identify Target Audience
Learning Styles: Visual, Auditory, KinestheticLearning Styles: Visual, Auditory, Kinesthetic
3. Identify and talk with Stakeholders3. Identify and talk with Stakeholders
4. Develop Training Objectives4. Develop Training Objectives
5. Develop course Content5. Develop course Content
Consider Learning CurvesConsider Learning Curves
6. Develop Evaluation Criteria6. Develop Evaluation Criteria

8. Think About It:Think About It:
Think of this class, Training andThink of this class, Training and
Organizational Development as a prolongedOrganizational Development as a prolonged
training program. Can you think of a trainingtraining program. Can you think of a training
objective for this class. Remember beobjective for this class. Remember be
SPECIFIC!!!SPECIFIC!!!

9. Step 3. DevelopmentStep 3. Development
Decide on the Training MaterialsDecide on the Training Materials
Leader guides, Manuals, HandoutsLeader guides, Manuals, Handouts
Decide on Media UseDecide on Media Use
Computer, Television, DVD player, etc.Computer, Television, DVD player, etc.
Instructional MethodsInstructional Methods
Active (Facilitation, Case Studies, Simulations, Vestibule,Active (Facilitation, Case Studies, Simulations, Vestibule,
Socratic Seminar)Socratic Seminar)
Passive (Lecture, Presentation, Conference)Passive (Lecture, Presentation, Conference)
Experiential (Demonstration, One-on-One, Performance)Experiential (Demonstration, One-on-One, Performance)

10. What type ofWhat type of training instructional method would youtraining instructional method would you
use in these circumstances: Passive, Active,use in these circumstances: Passive, Active,
Experiential?Experiential?
You want to have a training program that helps employeesYou want to have a training program that helps employees
build stronger analytical and problem solving skills.build stronger analytical and problem solving skills.
You want to have a training program that will helpYou want to have a training program that will help
employees in the human resource department with theemployees in the human resource department with the
newly installed HRIS software.newly installed HRIS software.
You want to have a training program for hundreds ofYou want to have a training program for hundreds of
employee on new organizational policies and procedures.employee on new organizational policies and procedures.
THINK ABOUT IT

11. Program Delivery MechanismsProgram Delivery Mechanisms
ClassroomClassroom
Self-StudySelf-Study
Programmed instructionProgrammed instruction
E-learningE-learning

12. What Program Delivery Mechanism would you use?What Program Delivery Mechanism would you use?
(Classroom, Self-Study, Programmed instruction,(Classroom, Self-Study, Programmed instruction,
or E-learning)or E-learning)
Jenny worked for years with OSHA compliance. However, after a long leave ofJenny worked for years with OSHA compliance. However, after a long leave of
absence from the workforce she has returned as a safety manager to yourabsence from the workforce she has returned as a safety manager to your
organization. You want her to refresh her knowledge of OSHA laws and beorganization. You want her to refresh her knowledge of OSHA laws and be
brought up to speed on some new laws.brought up to speed on some new laws.
As an HR representative at an adhesives research company you are responsibleAs an HR representative at an adhesives research company you are responsible
for delivering orientation to small groups of new hires. You are instructed to makefor delivering orientation to small groups of new hires. You are instructed to make
them feel comfortable while telling them of organizational policies and procedures.them feel comfortable while telling them of organizational policies and procedures.
You work in a extremely fast paced technology firm where employees receive littleYou 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,direction and are responsible for their own work. The turnover is extremely high,
therefore there is a constant stream of new employees.therefore there is a constant stream of new employees.
THINK ABOUT IT:

13. Step 4. ImplementationStep 4. Implementation
FacilityFacility
Depends on type of training, number of participants, and budgetDepends on type of training, number of participants, and budget
Onsite or offsiteOnsite or offsite
Theater-style, classroom style, banquet-style, chevron style, conferenceTheater-style, classroom style, banquet-style, chevron style, conference
style, u-shaped style seatingstyle, u-shaped style seating
TrainersTrainers
Skills, knowledge, and/or abilities with training materialSkills, knowledge, and/or abilities with training material
ScheduleSchedule
Feasibility of shutting down operations, employee availability, trainerFeasibility of shutting down operations, employee availability, trainer
availability, multiple sessionsavailability, multiple sessions
Arrange for deliveryArrange for delivery
Training materials, needed media productsTraining materials, needed media products
If offsiteIf offsite
Ensure everyone has a rideEnsure everyone has a ride
All expenses have been paidAll expenses have been paid

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

15. Final Step!!!!! EvaluationFinal Step!!!!! Evaluation
Goals/Outcomes of TrainingGoals/Outcomes of Training
Transfer of Training
Productivity/Efficiency Employee Knowledge Safety/Quality
How do you evaluate these training outcomes????

16. Common Models of TrainingCommon Models of Training
EvaluationEvaluation
Donald Kirkpatrick 4 levels of training evaluations in US Training andDonald Kirkpatrick 4 levels of training evaluations in US Training and
Development Journal:Development Journal:
Reaction Evaluation MethodReaction Evaluation Method

Survey (provides trainer feedback not organizational impact)Survey (provides trainer feedback not organizational impact)
Learning Evaluation MethodLearning Evaluation Method

Test (provides effectiveness of training info. but no feedback)Test (provides effectiveness of training info. but no feedback)

Experimental design: Pre-test/post-test, Post-test/control groupExperimental design: Pre-test/post-test, Post-test/control group
Behavior Evaluation MethodBehavior Evaluation Method

Observations, interviews, or surveys 6 wks-6months laterObservations, interviews, or surveys 6 wks-6months later

Provides info. if new skills were transferred to jobProvides info. if new skills were transferred to job
Results Evaluation MethodResults Evaluation Method

Impact on businessImpact on business

Compares objective statements (turnover, sales, costs)Compares objective statements (turnover, sales, costs)

17. Training Evaluation MetricsTraining Evaluation Metrics
Cost-Benefit AnalysisCost-Benefit Analysis
Typical CostsTypical Costs Typical BenefitsTypical Benefits
-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
-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
-Increase in production
-Reduction in errors and
accidents
-Reduction in turnover
-Less supervision necessary
-Ability to use new
capabilities
-Attitude change

18. BenchmarkingBenchmarking
Gather training data from yourGather training data from your
organization (performance data,organization (performance data,
sales, efficiency, etc)sales, efficiency, etc)
Gather training data on similarGather training data on similar
organization (ASTD, or Americanorganization (ASTD, or American
Productivity & Quality Center andProductivity & Quality Center and
the Saratoga Institute)the Saratoga Institute)

19. What type of Kirkpatrick’s evaluation methodsWhat type of Kirkpatrick’s evaluation methods
would you use?would you use?
You work for organization whose upper management does not see the benefit inYou work for organization whose upper management does not see the benefit in
having training programs other than the initial orientation. You finally convinced themhaving training programs other than the initial orientation. You finally convinced them
to give you resources to create an interview training program for managers.to give you resources to create an interview training program for managers.
The HR department has become somewhat fearful that departmental hiring managersThe HR department has become somewhat fearful that departmental hiring managers
will violate some employment laws. Therefore, you are instructed to put together awill violate some employment laws. Therefore, you are instructed to put together a
training program for managers on basic human resources employment law. Be suretraining program for managers on basic human resources employment law. Be sure
that they walk away knowing the laws, otherwise there might be some lawsuits!!that they walk away knowing the laws, otherwise there might be some lawsuits!!
You have just completed a brand new training program aimed at decreasingYou 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, sounnecessary 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 goyou recruit a few employees from the line and a couple of their managers to go
through the trainingthrough the training..
THINK ABOUT IT
(Reaction Eval. Method, Learning Eval. Method, Behavior Eval. Method,
or Results Eval. Method)

20. THANK YOUTHANK YOU
Alaa YoussefAlaa Youssef
Professional Human ResourcesProfessional Human Resources
Hilton WorldwideHilton Worldwide
Feel free to contact me on phone or mail for any support or inquiryFeel free to contact me on phone or mail for any support or inquiry
mail :mail : alaayousif.Hilton@Hotmail.comalaayousif.Hilton@Hotmail.com
Tel : 002-01002275708Tel : 002-01002275708