Addie Model

ADDIE Model Kristin Householder

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

Analyzing Training NeedsOrganizational Entire organization, single division or department At this level you prepare for future needJob/Task Single job category Indicated by low productivityIndividual Individual employee Indicated by poor review or employee assistance request

Step 1. AnalysisTraining Needs Assessment Model Identify Goal Training If no ReferGather/Analyze Data Back to Problem? ManagerIdentiIfdyePnetrifyormGaonacle GapIdentify Instructional Goals Propose SolutionsEvaluate Options/Estimate Budget and Timing Present Proposal

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

Think About itWould you internally train, use prepackagedprograms, or outsource for the followingtopics: Sexual Harassment (WHY?) Technical training on a manufacturing line (WHY?)

Step 2. Design1. Compile task inventory if training is for technical skill2. Identify Target Audience Learning Styles: Visual, Auditory, Kinesthetic3. Identify and talk with Stakeholders4. Develop Training Objectives5. Develop course Content Consider Learning Curves6. Develop Evaluation Criteria

Think About It:Think of this class, Training andOrganizational Development as a prolongedtraining program. Can you think of a trainingobjective for this class. Remember beSPECIFIC!!!

Step 3. DevelopmentDecide on the Training Materials Leader guides, Manuals, HandoutsDecide on Media Use Computer, Television, DVD player, etc.Instructional Methods Active (Facilitation, Case Studies, Simulations, Vestibule, Socratic Seminar) Passive (Lecture, Presentation, Conference) Experiential (Demonstration, One-on-One, Performance)

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

Program Delivery Mechanisms Classroom Self-Study Programmed instruction E-learning

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

Step 4. ImplementationFacility Depends on type of training, number of participants, and budget Onsite or offsite Theater-style, classroom style, banquet-style, chevron style, conference style, u-shaped style seatingTrainers Skills, knowledge, and/or abilities with training materialSchedule Feasibility of shutting down operations, employee availability, trainer availability, multiple sessionsArrange for delivery Training materials, needed media productsIf offsite Ensure everyone has a ride All expenses have been paid

THINK ABOUT IT 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 isextremely noisy and distracting. Recently you accidentally overheard a conversationbetween the vice president of HR and Budget management about how they feel thatyou are a drain on HRs’ budget. The training material that you are to present isextremely important and needs to be clearly understood. What would you do, wouldjust deal with the noise of the plant or would you argue for more money? If so, whatpoints would you argue?

Final Step!!!!! EvaluationGoals/Outcomes of TrainingProductivity/Efficiency Transfer of Training Safety/Quality Employee KnowledgeHow do you evaluate these training outcomes????

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

Training Evaluation MetricsCost-Benefit AnalysisTypical Costs Typical Benefits-Trainer’s salary and time -I-nTcrareinaesre’sinsaplraordyuacntidontime-Trainee’s salary and time a-R-cTceridaduiencnettieso’ns sinalearrryorasnadntdime -R-Meadtuecrtiaiolnfoinr ttruarinnoinvger-Material for training -L-trEeaxsinpseesenusspeesrvfoisriotrnainneecreasnsdary c-A-eaCqbpouialsiibtptyimloittofeiefnusatsceilitnieeswand-Expenses for trainer and -Attitude changetrainees -Lost productivity-Cost of facilities andequipment-Lost productivity

BenchmarkingGather training data from yourorganization (performance data,sales, efficiency, etc)Gather training data on similarorganization (ASTD, or AmericanProductivity & Quality Center andthe Saratoga Institute)

THINK ABOUT IT What type of Kirkpatrick’s evaluation methods would you use?(Reaction Eval. Method, Learning Eval. Method, Behavior Eval. Method, or Results Eval. Method)You work for organization whose upper management does not see the benefit inhaving training programs other than the initial orientation. You finally convinced themto give you resources to create an interview training program for managers.The HR department has become somewhat fearful that departmental hiring managerswill violate some employment laws. Therefore, you are instructed to put together atraining program for managers on basic human resources employment law. Be surethat they walk away knowing the laws, otherwise there might be some lawsuits!!You have just completed a brand new training program aimed at decreasingunnecessary work steps for a production line. You want to pilot test the program, soyou recruit a few employees from the line and a couple of their managers to gothrough the training.

ANY QUESTIONS/COMMENTS????