An instructional design model provides a framework for developing instructional material. The two most commonly used models are ADDIE and SAM. ADDIE includes analysis, design, development, implementation, and evaluation phases. It was originally used by the US Army. SAM includes preparation, iterative design, and iterative development phases. It emphasizes collaborating with clients on small, manageable steps and iterations. Both models aim to structure the design process, ensure training objectives are met, and allow revisions based on feedback.
The workplace equivalent of “teaching to the test” might be “we need training”. Why do individuals or organizations require training? Ideally, training is not applied as a one-size-fits-all answer to development, nor is it a knee-jerk reaction to a bad situation. Rather, effective training should be a planned and tailored implementation to elevate an employee’s skills required for efficacy in a current role, advancement to a future role or advancement of an enterprise-wide competency. Life Cycle Institute discusses actionable steps for assessing the current state of an employee or organization and developing a plan to advance towards competency through thoughtful and targeted training techniques
Designing and Conducting Training Program
Trainer’s Role: Role of Trainers, Qualities of a good Trainers, Internal Trainer Vs External Training, Training of Trainees
the objective of competency-based education is to prepare individuals for the challenges of the future; empower students with knowledge and skills in various fields of study in a flexible educational program tailored to each student
Compare and Contrast the ADDIE Model to Dick and Carey Model. What is fundamentally the same with each model and likewise, what is different? Identify at least one advantage and one challenge that each ID model presents when compared to each other
Kirkpatrick's Four-Level Training Evaluation ModelMaram Barqawi
Donald Kirkpatrick, Professor Emeritus at the University of Wisconsin and past president of the American Society for Training and Development (ASTD), first published his Four-Level Training Evaluation Model in 1959, in the US Training and Development Journal.
The model was then updated in 1975, and again in 1994, when he published his best-known work, "Evaluating Training Programs."
It is a four level training evaluation model.
It helps trainers to measure the effectiveness of their training in an objective way.
Kirkpatrick’s model is a worldwide standard for evaluating the effectiveness of training.
This presentation defines competencies and competency-based curricula (CBC), describes the benefits of CBC, and details seven steps to developing CBC. Meant for educators and managers, it covers: identifying and defining competencies, establishing rubrics for performance, outlining and practicing learning methods, assessing performance, and evaluating, refining, and repeating the process.
evaluation is a basic part of management. without Evaluation we cant judge the significance of productivity and outcome, challenges faced during evaluation must be addressed. So that a fair judgment can be made about your subordinates and employees
Training – Introduction – Definition – Scope – Objectives – Benefits of Training – Designing of effective Training – Opportunities and Challenges for Training – Learning – Training – Development – Education – Meaning – Concepts – Differences
Need Assessment – Reasons for analyzing the Training Needs – Identification of Training Needs – Steps to conduct a Need Assessment – TNA Model – Organizational Analysis – Operational Analysis – Person Analysis – Gather data for TNA
Training Design – Introduction – Perspective for Designing training – Building a Training Design – Learning Objectives – Components and Methods – Training Process – Key factors in designing – General features of good demonstration – Training of Trainers programs – Skills of an effective Trainer
Methods of Training – On-the-Job – Off-the-Job – Management Games, Case study method, Role play method – In-basket Exercises, Laboratory training – Experiential Learning Techniques – Brain storming, Syndicate method, Discussion method, Outward Bound Learning, Sensitivity Training in Organization – A practical tool – The Fish Bowl Exercise - E-Learning and use of Technology as Training
Training Evaluation – Introduction – Reasons for evaluating training – Outcomes used in the evaluation of the training programs – Factors determining the outcomes of Evaluation – Evaluation Techniques and Instruments – Resistance to training evaluation – Future of Training and Development
The workplace equivalent of “teaching to the test” might be “we need training”. Why do individuals or organizations require training? Ideally, training is not applied as a one-size-fits-all answer to development, nor is it a knee-jerk reaction to a bad situation. Rather, effective training should be a planned and tailored implementation to elevate an employee’s skills required for efficacy in a current role, advancement to a future role or advancement of an enterprise-wide competency. Life Cycle Institute discusses actionable steps for assessing the current state of an employee or organization and developing a plan to advance towards competency through thoughtful and targeted training techniques
Designing and Conducting Training Program
Trainer’s Role: Role of Trainers, Qualities of a good Trainers, Internal Trainer Vs External Training, Training of Trainees
the objective of competency-based education is to prepare individuals for the challenges of the future; empower students with knowledge and skills in various fields of study in a flexible educational program tailored to each student
Compare and Contrast the ADDIE Model to Dick and Carey Model. What is fundamentally the same with each model and likewise, what is different? Identify at least one advantage and one challenge that each ID model presents when compared to each other
Kirkpatrick's Four-Level Training Evaluation ModelMaram Barqawi
Donald Kirkpatrick, Professor Emeritus at the University of Wisconsin and past president of the American Society for Training and Development (ASTD), first published his Four-Level Training Evaluation Model in 1959, in the US Training and Development Journal.
The model was then updated in 1975, and again in 1994, when he published his best-known work, "Evaluating Training Programs."
It is a four level training evaluation model.
It helps trainers to measure the effectiveness of their training in an objective way.
Kirkpatrick’s model is a worldwide standard for evaluating the effectiveness of training.
This presentation defines competencies and competency-based curricula (CBC), describes the benefits of CBC, and details seven steps to developing CBC. Meant for educators and managers, it covers: identifying and defining competencies, establishing rubrics for performance, outlining and practicing learning methods, assessing performance, and evaluating, refining, and repeating the process.
evaluation is a basic part of management. without Evaluation we cant judge the significance of productivity and outcome, challenges faced during evaluation must be addressed. So that a fair judgment can be made about your subordinates and employees
Training – Introduction – Definition – Scope – Objectives – Benefits of Training – Designing of effective Training – Opportunities and Challenges for Training – Learning – Training – Development – Education – Meaning – Concepts – Differences
Need Assessment – Reasons for analyzing the Training Needs – Identification of Training Needs – Steps to conduct a Need Assessment – TNA Model – Organizational Analysis – Operational Analysis – Person Analysis – Gather data for TNA
Training Design – Introduction – Perspective for Designing training – Building a Training Design – Learning Objectives – Components and Methods – Training Process – Key factors in designing – General features of good demonstration – Training of Trainers programs – Skills of an effective Trainer
Methods of Training – On-the-Job – Off-the-Job – Management Games, Case study method, Role play method – In-basket Exercises, Laboratory training – Experiential Learning Techniques – Brain storming, Syndicate method, Discussion method, Outward Bound Learning, Sensitivity Training in Organization – A practical tool – The Fish Bowl Exercise - E-Learning and use of Technology as Training
Training Evaluation – Introduction – Reasons for evaluating training – Outcomes used in the evaluation of the training programs – Factors determining the outcomes of Evaluation – Evaluation Techniques and Instruments – Resistance to training evaluation – Future of Training and Development
This SlideShareshares the need for translating and localizing training programs and also the steps involved in an effective e-learning course translation process.
It is a challenge to engage learners and keep them awake during online training programs. Here is a presentation on "How do you keep learners awake?". In this presentation, we explore different ways in which interactivities can be used for making eLearning programs interesting and engaging.
This slideshare provides you the basic understanding of e-learning– its business impact, the steps involved in creating, delivering and deploying an eLearning program.
Creating eLearning courses is not converting Powerpoint slides and publishing it using authoring tools. Check out the presentation to understand why?
http://bit.ly/ON3iOM
Want to know the strategies which will help instructional designers enhance their courses and learning experiences of learners, then checkout this slideshare.
M-learning can be used by organizations as an additional resource to train their sales and marketing staff.
Here is a presentation on "Best mLearning Practices for Sales Staff".
In this presentation, we will use ADDIE as a guide to discuss the life-cycle of an e-learning project, with special focus on the tasks involved in each phase.
One of the key challenges faced by the corporate universities today is how to maximize the outcome of learning at the same time minimize the investment (efforts). Todays learners are challenging the instructional designers and learning architects with the question “What does this learning program bring to the table that s/he can’t find in Google”. Conventional learning methods are failing to create impact on work performance
Educationist across the world are trying to solve the problem, we draw inspiration from the field of K12 education and in particular the paper on “Integrated STEM Education through Project-Based Learning” by Diana Laboy-Rush and “Integrated Approach for Enhanced Teaching and Learning towards Richer Problem Solving Experience” by Sonia Zheleva, Toshko Zhelev.
In this concept note we have tried to create a theoretical underpinning for Integrated Learning Design in a corporate environment. Ideas in this concept note are adaptations of various publically available knowledge in the space of “Integrated learning and assessment. This document would clearly outline 7 key design elements that needs to be considered for developing an Integrated learning solution.
Compare and Contrast the ADDIE Model to Dick and Carey Model. What is fundamentally the same with each model and likewise, what is different? Identify at least one advantage and one challenge that each ID model presents when compared to each other.
Bringing User-CenteredDesign Practices intoAgile Development Projectsabcd82
Bringing User-CenteredDesign Practices intoAgile Development Projects -This full day tutorial seeks to explain Agile Development\'s incremental release and iterative development strategy from the perspective of a user centered design practitioner. Practical advice is given on making Agile development more user-centric.
The ADDIE is a framework that is used to develop training courses. The ADDIE can be traced back to the mid-1970s, and it has evolved several times since then. These slides are a quick summary of the model.
DEI is vital in learning and development, and it leads to positive outcomes for both individuals and organizations. In this blog, we are going to discuss how to integrate DEI into L&D culture and its benefits.
The success of an eLearning course's instructional designs, which are at its core, depends on instructional design strategies. These strategies depend on the needs of the learners. Let's look at a few strategies that work well with rapid eLearning.
Engagement, efficiency, and enthusiasm! Enliven your eLearning courses with eLearning videos to yield maximum benefits. Check out this informative SlideShare to know the types of eLearning videos.
eLearning assessments – What are they? What are the different types and what are the benefits associated with eLearning assessments? Do you have similar questions? Read on the get them answered …
If designed properly along with learning objectives, assessments are the best way to find out the efficiency of an eLearning course. Read on to know the reasons why they are helpful in eLearning and see further to avoid the common mistakes while making assessments.
With the outbreak of COVID -19. Corporate training, just like everything else has been affected drastically. Consequently, now the biggest question is “How to provide effective training virtually?” Read this blog to find answers.
Virtual Instructor-Led Training (VILT) has gained a lot of popularity and is buzzing in the corporate world. Here are a few key factors to consider while converting your classroom training material to VILT.
Companies are choosing eLearning for their employees. For effective eLearning, it’s important that courses are engaging, visually attractive and user-friendly. Here are some eLearning design tips that will help you improve learning outcomes.
How do you know whether eLearning has been successful in your organization? Has it been worth the time and resources that you have spent on it? Here are a few significant parameters that help you determine how effective eLearning has been.
In this blog, we’ll discuss the pros and cons of remote onboarding for L&D teams and HR managers. Read on to discover what you and your hybrid workforce would need during the orientation training process.
What is all the buzz around rapid eLearning? It is just speed minus quality? Here's a post that will take you on a tour of rapid eLearning and its various services for corporate training.
Rapid eLearning is a cost-effective and quick way of developing eLearning courses. However, there are a few challenges with rapid eLearning. Take a look at how to overcome them.
If you’re just starting out with microlearning, you'll have a lot of questions about it. What is microlearning and what it isn't? Is it the same as mobile learning? And so on. Read on for answers to these and other frequently asked questions on microlearning.
Want to implement learning analytics for your eLearning courses, but don’t know where and how to start? This blog tries to answer all your questions on learning analytics. Read on.
Most of us know that blended learning is a combination of in-person and online training formats. However, there are several delivery strategies in blended learning, and the Bookend blended learning model is one of them. Let’s look at what this blended learning model is all about.
eLearning assessments can be a challenge to design and develop. If you a training manager with a lot of doubts when it comes to eLearning assessments, let us answer some of them with the 4-step strategy to plan effective eLearning assessments. Read on!
If you want to ensure your classroom to eLearning conversion is a success, you need to involve all the stakeholders who have an impact on the project. Check six important stakeholders and how they can partner with you for successful eLearning implementation.
While converting classroom training material to eLearning helps use your resources, saving time and cost, you need to ensure eLearning design is seamless for courses to be relevant and engaging. This SlideShare compiles 10 must-know best practices.
Trainers play a crucial role in ensuring the success of VILT and might have a lot of apprehensions about transition and technology. This SlideShare explores strategies to maximize the learning potential offered by VILT with the framework of Gagne’s Events of Instruction.
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2. Introduction
Instructional Design Models In E-learning
Information is a source of learning. But unless it is organized, processed,
and available to the right people in a format for decision making, it is a
burden, not a benefit.
─ C. William Pollard, Chairman, Fairwyn Investment Company
CommLab India: The Global Learning Partner You Can Depend On!
3. Instructional Design Models In E-learning
Dumping information in the form of bland, text-heavy manuals does not facilitate an
effective learning experience.
Information needs to be organized in a way that helps learners understand easily and retain
it for a long time.
CommLab India: The Global Learning Partner You Can Depend On!
How do you ensure your training
is organized, processed, and
available to the
right people?
Introduction
4. Instructional Design Models In E-learning
You need a well-defined process
CommLab India: The Global Learning Partner You Can Depend On!
Instructional Design Model
Introduction
5. Instructional Design Models In E-learning
CommLab India: The Global Learning Partner You Can Depend On!
What is an Instructional Design Model
An Instructional Design Model is a tool or framework to develop instructional material.
An Instructional Design Model:
• Helps instructional designers provide a structure and meaning to the learning material
• Allows them to visualize the training need and break down the process of designing
training material into steps
• Provides guidelines to ensure training addresses the learning objectives and meets
the desired expectations
6. Instructional Design Models In E-learning
CommLab India: The Global Learning Partner You Can Depend On!
Benefits of Using an Instructional Design Model
You will be able to figure out:
7. Instructional Design Models In E-learning
CommLab India: The Global Learning Partner You Can Depend On!
Benefits of Using an Instructional Design Model
The effective implementation of this step:
Prevents you from developing
training for problems that do
not require training
8. Instructional Design Models In E-learning
CommLab India: The Global Learning Partner You Can Depend On!
Different Instructional Design Models
The 2 most commonly used Instructional Design Models are:
1. The ADDIE Model
9. Instructional Design Models In E-learning
CommLab India: The Global Learning Partner You Can Depend On!
The 2 most commonly used Instructional Design Models are:
2. The SAM Model
Different Instructional Design Models
10. Instructional Design Models In E-learning
CommLab India: The Global Learning Partner You Can Depend On!
Created by the Florida State University in 1975, this model was used to develop training
programs for the United States army.
But the term ADDIE was coined only after 20 years of its creation – in 1995.
ADDIE stands for:
E
I
D
D
AAnalysis
Design
Development
Implementation
Evaluation
An Overview of the ADDIE Model
11. Instructional Design Models In E-learning
CommLab India: The Global Learning Partner You Can Depend On!
What do the 5 phases of the ADDIE model deal with?
E
I
D
D
A Analysis
Design
Development
Implementation
Evaluation
Try to answer questions such as why is the training needed, who are the learners,
what they must be trained on, where they will undergo this training, and other
constraints. Analyzing this data, we set the goals and learning objectives.
Instructional designers (IDs) come up with a detailed course outline and decide on the
instructional strategy, assessment strategy, multimedia strategy and other details that
would go into the course.
Create a blueprint (storyboard) of the training program, develop the course using a
rapid authoring tool, and publish it to the desired format.
The course is rolled-out and delivered to learners through a Learning Management
System (LMS) that tracks their progress.
Evaluate the effectiveness of the training program, check if it has been successful in
achieving the desired goals. The program is revised based on feedback, if necessary.
An Overview of the ADDIE Model
12. Instructional Design Models In E-learning
CommLab India: The Global Learning Partner You Can Depend On!
This is an agile development model created
by Michael Allen, a pioneer and leader in
the design of interactive multimedia
learning tools and applications.
SAM stands for:
M
A
S
It has 3 phases:
1. Preparation
2. Iterative design
3. Iterative development
It emphasizes on taking small and
manageable steps, while collaborating
with the client at each step, and
iterating, getting closer to the client’s
expectation.
Successive
Approximation
Model
An Overview of the SAM Model
13. Instructional Design Models In E-learning
CommLab India: The Global Learning Partner You Can Depend On!
What do the 3 phases of SAM deal with?
Preparation Phase
This phase has 2 steps:
Information Gathering
• Gather all the background
information before jumping into
the design aspects.
• This information helps you
narrow your focus on the
requirements of the client by
better understanding the
organization’s needs, goals,
and expected outcomes.
Savvy Start
• It is a solution
brainstorming event.
• The design team and key
stakeholders review the
gathered information and come
up with initial design ideas.
An Overview of the SAM Model
14. Instructional Design Models In E-learning
CommLab India: The Global Learning Partner You Can Depend On!
What do the 3 phases of SAM deal with?
Iterative Design Phase
This phase too has 2 steps:
Project Planning
• Deals with assessing project
development details that
could affect the timeline
and budget.
• Involves considerations
about the communication,
risk, schedule, scope, and
resource implications.
Additional Design
• The additional design team
considers the complete content
to understand the different
varieties of instructional
treatment.
• The iteration of design-
prototype-evaluate considering
the client’s suggestions would
help finalize the instructional
treatment needed eliminate
surprise objections.
An Overview of the SAM Model
15. Instructional Design Models In E-learning
CommLab India: The Global Learning Partner You Can Depend On!
What do the 3 phases of SAM deal with?
Iterative Development Phase
The iteration of develop-implement-evaluate starts and the product of the first iteration
would be the design proof.
This phase has 4 steps:
1. Design Proof – A visual and functional demonstration of
the suggested solution with samples of all the components
to test and prove viablity, but is more functional and usable
than the prototype
2. Alpha – A complete version of the instructional application
to be validated against the approved design proof
3. Beta – Course after the feedback in Alpha version
4. Gold – Course after the feedback in Beta version
Once the gold version is approved, it is rolled out to be delivered to the learners.
An Overview of the SAM Model
16. Instructional Design Models In E-learning
CommLab India: The Global Learning Partner You Can Depend On!
Summary
An Instructional Design Model is a tool or framework to develop instructional material. It:
• Helps provide a structure and meaning to the learning material
• Allows visualize the training need and break down the process of designing training
material into steps
• Provides guidelines to ensure training addresses the learning objectives
The effective implementation of this step:
• Saves a lot of money for the organization
• Prevents you from developing training for problems that does not require training
• Helps you find possible gaps in the content
The 2 most commonly used Instructional Design Models are:
1. The ADDIE model
2. The Successive Approximation Model