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ADDIE

EV
AL
LEARNING & TRAINING

UA
IM

TE
PL
DE

EM
VE

EN
ADDIE is a training development and learning

DE

LO

T
model. It is an acronym for five stages of a

SI

P
development process: Analysis, Design,

GN
Development, Implementation, and Evaluation.

AN
ADDIE relies on each stage being done in the

AL
given order but with a focus on reflection and
iteration.

YZ
E
A D VA N T A G E S E D I S A D VA N T A G E S

Commonly used
I Rigid linear process

Proven to be effective for

learning
D Must be followed in a
set order

Widely accepted model D Time consuming & costly

A
Foundation for other learning Relative inflexibility to
models adapt to changes

Easy to measure time Doesn’t allow for

and cost iterative design
TRAINING NEEDS What does success
look like?

Why aren’t people doing

what they need to
succeed?

What do people (trainees)

need to be doing that they
aren’t?

What competencies are

needed to meet
organizational goals?
 TRAINING NEEDS
ANALYSIS

PURPOSE EXAMPLE

What the training is based on and serves as a Implement new remote-work

s measure of training success. Effectiveness can be communication software within and
g oal
rning measured with a pre and post-test between teams
ea
el l
- lev
Top Take prior knowledge and experience into consideration. All current and incoming employees. Most of
Use this info to tailor delivery method and make content whom have minimal experience with remote
ce
dien relatable team management
t a u
ge
Tar
Expectations of key stakeholders, Executive management expects productivity

s specifically, the expected outcome of the level to be maintained, regardless of the larger
need training and learning process business climate
de r
kehol
St a
Includes number of training hours, duration, 2 full work days worth of training, off-site
budget, facilities, software, one-off purchases (work from home), no additional budget or
ed
equir and expenses purchases needed
es r
so urc
Re
ORGANIZATIONAL ORGANIZATIONAL REQUIREMENTS JOB FUNCTION TRAINEE
SUPPORT ANALYSIS ANALYSIS ANALYSIS ANALYSIS

Establish relationship Analyze tasks and Knowledge,

Specify goals Define the target job Develop performance indicators
with top management Skills, Abilities (KSAs)

Establish relationship with other Choose method for needs Determine KSA gaps
Determine training climate Develop tasks
organizational members analysis in target population

Identify external and Determine approach

Form project / liaison team Determine participants Form task clusters
legal constraints to resolve gaps

Determine points of contact Develop KSAs

Determine relevant KSAs and

Anticipate problems
tasks

Develop a protocol Link relevant KSAs to tasks

ORGANIZATIONAL ORGANIZATIONAL REQUIREMENTS JOB FUNCTION TRAINEE
SUPPORT ANALYSIS ANALYSIS ANALYSIS ANALYSIS

Establish relationship Analyze tasks and Knowledge,

Specify goals Define the target job Develop performance indicators
with top management Skills, Abilities (KSAs)

Establish relationship with other Choose method for needs Determine KSA gaps
Determine training climate Develop tasks
organizational members analysis in target population

Identify external and Determine approach

Form project / liaison team Determine participants Form task clusters
legal constraints to resolve gaps

Determine points of contact Develop KSAs

Determine relevant KSAs and

Anticipate problems
tasks

Develop a protocol Link relevant KSAs to tasks

ORGANIZATIONAL ORGANIZATIONAL REQUIREMENTS JOB FUNCTION TRAINEE
SUPPORT ANALYSIS ANALYSIS ANALYSIS ANALYSIS

Establish relationship Analyze tasks and Knowledge,

Specify goals Define the target job Develop performance indicators
with top management Skills, Abilities (KSAs)

Establish relationship with other Choose method for needs Determine KSA gaps
Determine training climate Develop tasks
organizational members analysis in target population

Identify external and Determine approach

Form project / liaison team Determine participants Form task clusters
legal constraints to resolve gaps

Determine points of contact Develop KSAs

Determine relevant KSAs and

Anticipate problems
tasks

Develop a protocol Link relevant KSAs to tasks

ORGANIZATIONAL ORGANIZATIONAL REQUIREMENTS JOB FUNCTION TRAINEE
SUPPORT ANALYSIS ANALYSIS ANALYSIS ANALYSIS

Establish relationship Analyze tasks and Knowledge,

Specify goals Define the target job Develop performance indicators
with top management Skills, Abilities (KSAs)

Establish relationship with other Choose method for needs Determine KSA gaps
Determine training climate Develop tasks
organizational members analysis in target population

Identify external and Determine approach

Form project / liaison team Determine participants Form task clusters
legal constraints to resolve gaps

Determine points of contact Develop KSAs

Determine relevant KSAs and

Anticipate problems
tasks

Develop a protocol Link relevant KSAs to tasks

ORGANIZATIONAL ORGANIZATIONAL REQUIREMENTS JOB FUNCTION TRAINEE
SUPPORT ANALYSIS ANALYSIS ANALYSIS ANALYSIS

Establish relationship Analyze tasks and Knowledge,

Specify goals Define the target job Develop performance indicators
with top management Skills, Abilities (KSAs)

Establish relationship with other Choose method for needs Determine KSA gaps
Determine training climate Develop tasks
organizational members analysis in target population

Identify external and Determine approach

Form project / liaison team Determine participants Form task clusters
legal constraints to resolve gaps

Determine points of contact Develop KSAs

Determine relevant KSAs and

Anticipate problems
tasks

Develop a protocol Link relevant KSAs to tasks

 REVISION REVISION

ANALYZE

ADDIE TRAINING
IMPLEMENT EVALUATE DESIGN

TRAJECTORY

DEVELOPMENT

REVISION REVISION
 TRAINING PROCESS

E VA L U A T I O N I N I T I AT E / P L A N
Review and report project and Determine training feasibility and plan
program effectiveness training execution
6 1

I M P L E M E N TAT I A N A LY S I S
ON 5 2
Prepare program schedule and Analyze stakeholder
train participants requirements

4 3
DEVELOPMENT DESIGN
Develop program materials, Produce high-level design of
infrastructure, and schedule training program
 FIVE PHASE OF ADDIE MODEL

A D D I E

A N A LY S I S DESIGN DEVELOPMENT I M P L E M E N TAT I O N E VA L U A T I O N

Clarifies the instructional Deals with learning objectives, Instructional designers and The implementation phase What are the learner’s needs?
objectives, and identifies the assessment instruments, developers create and develops procedures for What is to be learned and by
learning environment and exercise content, subject matter assemble content assist training facilitators and whom ?
learner’s existing knowledge analysis, lesson, planning and blueprinted in the design learners.
and skills. media selection phase.
 TRAINING MODEL
COMPONENTS

Review learning objectives and establish learning outcomes and organizational context with the
A N A LY Z E
01
01 target audience to meet their learning needs.

Design customized contents for the target trainees to

DESIGN achieve the desired outcomes.

02
02
Develop training/coursework using effective training methodologies
DEVELOP
and activities to meet learning objectives.

03
03
Manage the conduct of course, such as provision of
IMPLEMENT conducive and optimal learning environment

04
04
Assess training effectiveness and impact; study
E VA L U A T E
feedback for improvement

05
05
 TRAINING ACTIVITIES

1 2 3 4 5

A N A LY S I S DESIGN DEVELOPMENT I M P L E M E N TAT I O N E VA L U A T I O N

OBJECTIVE

Prepare the learning

Identify the problem & the Define the learning objective Develop & validate the Assess the effectiveness of
environment & implement the
learning requirements & the instructional strategies learning resources the course instruction
learning solution

• Identify the problem • Define course purpose and • Develop course material • Pilot course in actual learning • Assess learning effectiveness
ACTIVITIES

• Conduct learning needs learning objectives • Develop learning activities environment • Interpret evaluation results
analysis • Plan course structure and • Finalize course material • Assess adequacy & refine • Improve instructional strategy &
• Finalize learning contents instruction course material
requirements • Plan instructional strategy • Release & maintain course
 TRAINING ACTIVITIES

A N A LY Z E A N A LY Z E DEVELOP IMPLEMENT E VA L U A T E
OBJECTIVE

Prepare environment
Identify the problem Define learning objective and Develop and validate learning Assess the effectiveness of
& implement the learning
and the learning requirements instructional strategies resources the course instruction
solution

• Identify the problem • Define course purpose • Develop course material • Pilot course in actual • Assess learning
• Conduct learning needs and learning objectives • Develop learning learning environment effectiveness
ACTIVITIES

analysis • Plan course structure and activities • Assess adequacy & refine • Interpret course
• Finalize learning contents • Finalize course material instruction evaluation results
requirements • Plan instructional • Release & maintain • Improve instructional
strategy course strategy & course
material
 OBJECTIVES &
DELIVERABLES
ACTIVITY FOCUS OBJECTIVE DELIVERABLE
Determine training feasibility and Costs and benefits accurately determined Training definition and
1 I N I T I AT E / P L A N
plan training execution and plan complete training plans

Analyze stakeholder requirements Training needs and other requirements

2 A N A LY Z E Training Needs Analysis
accurately defined

Produce high-level training Design satisfies requirements identified

3 DESIGN High-level design
program design in needs analysis

Develop program materials, Pilot program and implementation plan Training materials, resources,
4 DEVELOP
infrastructure, and schedule meet requirements evaluation instruments

Prepare program, schedule, and Participants (trainees) successfully Completed trainee assessments and
5 IMPLEMENT
train participants complete program feedback

Review and report training Evaluations determine strengths and

6 E VA L U A T E Program evaluation report
program effectiveness areas for improvements
 TRAINING EVENTS BY PHASES

Analyze system List learner activities

Complie task inventory Develop objectives Select delivery system

Select tasks Identify learning steps Review existing material

Build performance measure Develop tests Develop instruction Internal evaluation

Choose settings List entry behaviors Synthesize Management plan External evaluation

Estimate training cost Sequence & structure Validate instruction Conduct training Revise system

ANALYZE DESIGN DEVELOP IMPLEMENT EVALUATE

 TRAINING EVENTS BY PHASES

Analyze system List learner activities

Complie task inventory Develop objectives Select delivery system

Select tasks Identify learning steps Review existing material

Build performance measure Develop tests Develop instruction Internal evaluation

Choose settings List entry behaviors Synthesize Management plan External evaluation

Estimate training cost Sequence & structure Validate instruction Conduct training Revise system

ANALYZE DESIGN DEVELOP IMPLEMENT EVALUATE

 TRAINING EVENTS BY PHASES

Analyze system List learner activities

Complie task inventory Develop objectives Select delivery system

Select tasks Identify learning steps Review existing material

Build performance measure Develop tests Develop instruction Internal evaluation

Choose settings List entry behaviors Synthesize Management plan External evaluation

Estimate training cost Sequence & structure Validate instruction Conduct training Revise system

ANALYZE DESIGN DEVELOP IMPLEMENT EVALUATE

 TRAINING EVENTS BY PHASES

Analyze system List learner activities

Complie task inventory Develop objectives Select delivery system

Select tasks Identify learning steps Review existing material

Build performance measure Develop tests Develop instruction Internal evaluation

Choose settings List entry behaviors Synthesize Management plan External evaluation

Estimate training cost Sequence & structure Validate instruction Conduct training Revise system

ANALYZE DESIGN DEVELOP IMPLEMENT EVALUATE

 TRAINING EVENTS BY PHASES

Analyze system List learner activities

Complie task inventory Develop objectives Select delivery system

Select tasks Identify learning steps Review existing material

Build performance measure Develop tests Develop instruction Internal evaluation

Choose settings List entry behaviors Synthesize Management plan External evaluation

Estimate training cost Sequence & structure Validate instruction Conduct training Revise system

ANALYZE DESIGN DEVELOP IMPLEMENT EVALUATE

 TRAINING WORKSHEET

A N A LY S I S

What needs to be known ? What problem needs to be fixed ? Who? Why? What?

DESIGN

How can topic be best taught? What ways can the content be organized? How can learning be evaluated?

DEVELOPMENT I M P L E M E N TAT I O N

Develop a list of talent needed to accomplish above & their roles. What will your classroom look like? What org. pieces need to be place?

E VA L U A T I O N

Formative Evaluation : What questions would you ask to see if the program ?

Summative Evaluation : What question would you ask to see if the program worked like wanted & the learners met the objectives?
 TRAINING PROGRESS
TRACKER
TRAINEE SUBJECT PROGRESS STATUS

Grace Johnson Business intelligence software Incomplete

Norman Smith Data reporting and analytics Incomplete

Teresa Goodman Project communications Passed

Joseph Rockwell Record maintenance Incomplete

Tammie Jones Business intelligence software Passed

Louis Thompson Project communications Incomplete

 TRAINING EVALUATION WITH
KIRKPATRICK MODEL

REACTION
1
Measured by feedback from learners. In addition to online surveys,
add features such as “Like the course” and “Recommend the
LEARNING course” within course framework.

It can be easily measured through 2

scoring patterns in the end of course
assessments B E H AV I O R A L C H A N G E S
They are certainly more difficult to be assess. We use a

3 combination of techniques to assess how much of the newly

acquired learning is being on the job.
BUSINESS
I M PA C T
It is generally measured through productivity gain, impact
on quality measures through reduction in re-work, getting
ROI
higher number of work assets. 4
It is normally calculated by converting the
business impact gains (as shown in level 4) to
monetary value.