ADDIE Model
Kristin Householder
Addie Training Model
 A = Analysis
 D = Design
 D = Development
 I = Implementation
 E = Evaluation
Analyzing Training Needs
Organizational
Entire organization, single division or department
At this level you prepare for future need
Job/Task
Single job category
Indicated by low productivity
Individual
Individual employee
Indicated by poor review or employee assistance
request
Step 1. Analysis
Training Needs Assessment Model
Identify Goal
Gather/Analyze Data
Identify
Performance
Identify
Goal Gap
Identify Instructional Goals
Propose Solutions
Evaluate Options/Estimate
Budget and Timing
Present Proposal
Training
Problem?
If no
Refer
Back to
Manager
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 it
Would you internally train, use prepackaged
programs, or outsource for the following
topics:
Sexual Harassment (WHY?)
Technical training on a manufacturing line (WHY?)
Step 2. Design
1. Compile task inventory if training is for technical skill
2. Identify Target Audience
Learning Styles: Visual, Auditory, Kinesthetic
3. Identify and talk with Stakeholders
4. Develop Training Objectives
5. Develop course Content
Consider Learning Curves
6. Develop Evaluation Criteria
Think About It:
Think of this class, Training and
Organizational Development as a prolonged
training program. Can you think of a training
objective for this class. Remember be
SPECIFIC!!!
Step 3. Development
Decide on the Training Materials
Leader guides, Manuals, Handouts
Decide 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 IT
What 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 of
absence from the workforce she has returned as a safety manager to your
organization. You want her to refresh her knowledge of OSHA laws and be
brought up to speed on some new laws.
As an HR representative at an adhesives research company you are responsible
for delivering orientation to small groups of new hires. You are instructed to make
them feel comfortable while telling them of organizational policies and procedures.
You work in a extremely fast paced technology firm where employees receive little
direction and are responsible for their own work. The turnover is extremely high,
therefore there is a constant stream of new employees.
Step 4. Implementation
Facility
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 seating
Trainers
Skills, knowledge, and/or abilities with training material
Schedule
Feasibility of shutting down operations, employee availability, trainer
availability, multiple sessions
Arrange for delivery
Training materials, needed media products
If 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 is
extremely noisy and distracting. Recently you accidentally overheard a conversation
between the vice president of HR and Budget management about how they feel that
you are a drain on HRs’ budget. The training material that you are to present is
extremely important and needs to be clearly understood. What would you do, would
just deal with the noise of the plant or would you argue for more money? If so, what
points would you argue?
Final Step!!!!! Evaluation
Goals/Outcomes of Training
Transfer of Training
Productivity/Efficiency
Employee Knowledge
How do you evaluate these training outcomes????
Safety/Quality
Common Models of Training
Evaluation
Donald Kirkpatrick 4 levels of training evaluations in US Training and
Development 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 Metrics
Cost-Benefit Analysis
Typical Costs
-Trainer’s salary and time
-Trainee’s salary and time
-Material for training
-Expenses for trainer and
trainees
-Cost of facilities and
equipment
-Lost productivity
Typical Benefits
-Increase in production
-Trainer’s salary and time
-Reduction in errors and
-Trainee’s salary and time
accidents
-Material for training
-Reduction in turnover
-Expenses for trainer and
-Less supervision necessary
trainees
-Ability to use new
-Cost of facilities and
capabilities
equipment
-Attitude change
-Lost productivity
Benchmarking
Gather training data from your
organization (performance data,
sales, efficiency, etc)
Gather training data on similar
organization (ASTD, or American
Productivity & Quality Center and
the 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 in
having training programs other than the initial orientation. You finally convinced them
to give you resources to create an interview training program for managers.
The HR department has become somewhat fearful that departmental hiring managers
will violate some employment laws. Therefore, you are instructed to put together a
training program for managers on basic human resources employment law. Be sure
that they walk away knowing the laws, otherwise there might be some lawsuits!!
You have just completed a brand new training program aimed at decreasing
unnecessary work steps for a production line. You want to pilot test the program, so
you recruit a few employees from the line and a couple of their managers to go
through the training.
ANY QUESTIONS/COMMENTS????