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The ADDIE Model
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The “ADDIE Model” refers to a systematic approach, which was traditionally used by professionals in instructional development as well as by training developers. This term is almost synonymous with instructional systems development (ISD). This model is not a specific, completely elaborate model in its own right. Rather, it could be considered as a family of models, which boast of a common fundamental structure. 

The acronym ADDIE refers to the main processes that constitute the generic ISD procedure, namely: Analysis, Design, Development, Implementation and Evaluation.

At the core of the ISD models lies the systems approach. By using the ADDIE approach, human activities and organizations can be considered as systems, which have salient features like inputs, outputs, procedures, feedback, and control elements. According to the advocates of this system, it is claimed that the procedure of designing instruction can be handled more effectively and efficiently if a logical order is followed where each step’s output works as the input for the next step. For example, the Analysis phase can give an output related to a set of performance deficiencies (which could involve human errors etc), which in turn can be used to decide what needs to be taught. This helps in deciding the performance objectives, based on which the content in the Design phase can be appropriately arranged in an order, and the right type of methods and media are selected. Thus, the output of Analysis phase helps in crafting the blueprint for the instruction in the Design phase, which then gets converted into instructional procedures and materials in the Development phase. 

Using ADDIE in HR

An important aspect of HR is to train employees as no business can run successfully if it lacks well-trained, skilled employees. No wonder that most companies have their HR departments handling training and development practices, which aim to improve the overall productivity. The HR department could plan training activities at the task, organizational, or individual levels. This is where the ADDIE model of training can help.

To ensure that the training modules offer the desired outcome, it’s important to analyze the training needs and identify the goal (Analysis phase). Next comes the Design phase where the blueprint of the training module is prepared to include a list of job tasks on which the trainees will be trained. For example, a training module for customer service representatives could include tasks like resolving customer issues, answering the call etc. By putting together the training materials like software presentations, training manuals etc, the training module is developed (Development phase). Once the training is performed (Implementation phase), it’s assessed for effectiveness (Evaluation phase) where answers to questions like whether the trainees learnt what the training module was aimed to teach, and if they used the knowledge thus gathered to their jobs etc are sought.

The onus of evaluating all training activities rests with the HR departments, which should monitor different training curriculum continuously, and follow up with managers and supervisors to ensure that the learning is utilized to perform the job better. 

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