ADDIE the Effective Learning Solution Model
ADDIE the Effective Learning Solution Model
Even though this
model was first created in 1970 by Florida State University for the military,
this learning model is still the most frequently used model for instructional
design because it is simple and highly effective. (ADDIE diagram source:
cdc.gov)
ANALYZE
In this phase,
instructional goals and objectives are identified, and instructional design is
clarified, not only that but also the learning environment and learners’
current knowledge and talents are also recognized.
The training needs
analysis process will help the organizations to identify the skills,
knowledge, and abilities to perform the assigned job. Once you gather all the
data, a full training plan can be created, which will include,
- Who will be the target audience?
- What is the training?
- Why is this training needed?
- What will be the training hours, duration, required budget, and facilities?
DESIGN
Design is the
second phase of the ADDIE model; in this phase data collected in the analyze
phase translate into a learning design. Design phase should be specific
which means each component of the learning design plan needs to be made
attentively and systematic which means, a logical, orderly method of
recognizing, developing, and evaluating a set of intentional strategies targeted
to reach the objectives of the learning design. Desing phase covers the learning
objectives, activities, content, assessment tools, subject matter analysis,
module planning, and media selection of the learning plan.
DEVELOP
In this phase, the designers create and put together the content and strategies with
supporting resources and developing direction for instructors and learners.
Then validation will be process through the stakeholder review and following a
revision. Before implementing the learning solution a pilot test will be
carried out and observations collected from this offer insight into final
alterations.
IMPLEMENT
This stage of
the ADDIE model aims at the delivery of training and project management. Capable
individuals are identified and scheduled to serve as facilitators and
participate in a train-the-trainer workshop, to formulate an instructor-led
course. Engagement of the participation begins with notification and enrollment
followed by pre-course announcement and interaction with the developed learning
resources.
EVALUATE
This phase
evaluates the quality of the learning resource and checks to what extent
the developed learning resource will accomplish instructional goals. Before implementation of the learning resource formative evaluation is conducted, this
evaluation will check the quality and whether the standards set in the Design
phase are being fulfilled.
According to
Branch, (2009) in Evaluate phase a summative evaluation is conducted after the
implementation, it is done in 03 levels which are as follows,
Level 1: Perception
measures the satisfaction level of the participants.
Level 2: Learning
measures the gaining of knowledge and skills.
Level 3:
Performance measures transfer of the newly gained knowledge and skills to a
real work environment.
Further, offers
a systematic approach that assists instructional designers in planning and developing
learning solutions using a framework to ensure that their processes and
instructional products are as successful as possible.
Want to learn
more about ADDIE check this YouTube video,
References
ADDIE Model,Training Development, CDC,(n.d.). (2018), [online] Available at, https://www.cdc.gov/training/development/addie-model.html Accessed on 24th March 2024
eLearning Infographics, (2019), The ADDIE Model infographic - E-Learning
infographics. e-Learning Infographics, [online] available at https://elearninginfographics.com/the-addie-model-infographic/ Accessed on
24th March 2024
Gagne, R.
M., Wager, W. W., Gola, K. C., & Keller, J. M. (2005), Reigeluth, C. M.
(Ed), (1983), Allen, W. C. (2006), Overview and evolution of the ADDIE training
system. Advances in Developing Human Resources, 8(4), 430–441,
[Online] Available at, https://journals.sagepub.com/doi/abs/10.1177/1523422306292942
Accessed on 24th March 2024
Kumar, P.
(2020), What is ADDIE Model: Instructional Design, [online] Available at
https://slidebazaar.com/blog/the-concept-of-instructional-design-and-addie-model/
Accessed on 24th
March 2024
Molenda M. (2003), In Search of the Elusive ADDIE Model, Performance
Improvement, [online] available at http://www.damiantgordon.com/Courses/DT580/In-Search-of-Elusive-ADDIE.pdf
Accessed
on 24th March 2024
Peck, D
(2020). The ADDIE model of instructional design [Video], [online] Available at https://www.youtube.com/watch?v=JB6aDdq3HTI
Accessed on 24th
March 2024
Van Vulpen,
E. (2024), Understanding the ADDIE Model: All You Need to know [+ FREE
template]. AIHR. [online] Available at https://www.aihr.com/blog/addie-model/
Accessed on 24th
March 2024
Agreed, by following the ADDIE model, organizations can ensure that their training programs are effective and efficient, leading to improved learning outcomes and ultimately, enhanced performance and success.
ReplyDeleteThe ADDIE module is a popular learning and development model. Can you please explain how can we use it for fully remote work environment?
ReplyDeleteGood Question. Then organizations have to change the approach of each phase of this model to by adapting to the remote learning. Example if we look at the analyze phase need to conduct a thorough analysis of the remote learning needs. In the Design phase based on the analyzed data need to design the remote learning program, In develop stage they have to develop the remote learning materials, such as online courses, webinars. Next is implementation in this phase implementing the remote learning program by delivering the content through virtual classrooms, learning management systems (LMS). Final stage is Evaluation stage, evaluate the effectiveness of the remote learning program by conducting E-Surveys. Hope I have answered to your question.
DeleteThe ADDIE model stands as a tried-and-true method for crafting effective learning solutions, offering a systematic approach that ensures the alignment of training programs with desired outcomes.
ReplyDeleteYes indeed. I also believe that this model provide employers a way to find answers effectively for learning problems at the organizations.
DeleteGreat overview of the ADDIE model! any possible challenges in implementing ?
ReplyDeleteThank you for the feedback. In the current context recourse allocation can be a huge problem which any organization face. It include time, budget, and personnel, to each phase of the ADDIE model. Inadequate resources can lead to delays, compromises in quality, or incomplete implementations.
DeletePerception measures the satisfaction level of the participants!! This is a must for an individual. You've got good facts!
ReplyDeleteExactly there should be a way of measuring the employee satisfaction level. If the employer manages to boost the employee satisfaction they can retain the current staff and attaract new staff to their organizations.
DeleteADDIE model has it own limiation. When it comes to analyse it will be time consuming.Where comprehensive data collection and analysis are required. This extensive process may not always be feasible, especially in fast-paced industries (Smith, P. L., & Ragan, T. J., 2005).
ReplyDeleteEvery learning model have its own limitations. However, if the organizations can streamline the data collection process, use data analytics software, learning management systems (LMS), survey platforms, and templates to analyze data L&D teams can enhance the overall efficiency of the ADDIE model.
DeleteThe ADDIE model provides a structured approach to creating effective learning programs, covering Analyze, Design, Develop, Implement, and Evaluate phases. It's a timeless method that ensures thorough planning and execution, leading to successful learning outcomes.
ReplyDeleteGreat explanation of how ADDIE works!
Thank you for the feedback. Yes ADDIE model helps the organizations to create and design learning programs by analyzing the employee needs and skill gaps and address accordingly. This model promotes a learner-centered approach, encourages collaboration between instructional designers and subject matter experts, and emphasizes the importance of ongoing evaluation and refinement.
DeleteThe article breaks down the ADDIE model into its five phases: Analyze, Design, Develop, Implement, and Evaluate. Each phase is clearly explained, outlining its objectives and key activities. This structured approach helps to understand the sequential nature of the model and its application in instructional design projects.
ReplyDeleteThank you for your comment. ADDIE is a helpful learning tool which will help the L&D team to design the appropriate learnings which will help the organization to achieve its' goals.
DeleteWhen developing educational programs that work, the ADDIE model is the one to use. Even though it's been around since the 1970s, it still works great since it's straightforward and efficient. From analyzing needs to evaluating results, it covers all the bases. If you're curious, there's a cool YouTube video that breaks it down even more
ReplyDeleteYes indeed. ADDIE is a very helpful learning model which is benefited to both employer and employee.
DeleteThe ADDIE model remains a proven and reliable method for designing impactful learning solutions. It presents a systematic approach that ensures training programs are closely aligned with desired outcomes. Isn't it?
ReplyDeleteExactly, It has flexible guideline that support the instructional designers in developing an effective support tools in five phases called Analysis, Design, Development, Implementation and Evaluation. Among the improvements made on this model is the rapid prototyping (Y. Ahmad, 2013), which will provide the opportunities for the employer to design the programs to achieve the organizational objectives.
DeleteThis article provides great insights about the ADDIE model. This model aids in many ways in the learning and development process.
ReplyDeleteAccording to an article written by Vulpen & Nemcova, (n.d.)
'ADDIE helps identify the learning need in a structured way and ensures all learning activities serve that goal, which offers an integrated approach to learning. It also guides measuring learning effectiveness because job behaviors, knowledge, and skills are clearly defined within the framework. In the ADDIE model, each stage must be carried out in order and carefully considered before moving on.'
Yes, even Campbell (2014) explained that "the ADDIE model is an instructional design whose idea inspired many curriculum designers to suggest other forms and design models because the ADDIE paradigm models a systematic structure of instruction in terms of its liability to accessible, plannable design, modification and evaluation. It also links theory and practice with the incorporation of instructional technology, lending itself to extensive research"
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