When i was in my college days, the word training always been told by our Professors. Those days when we think of the training was just a day of enjoyment, but at the later stages, Training has become a part of life.
It was the year 2009, I as in my Third Year of Graduation (Engineering), the Placement activities has started up. It was a 4 days training and during those period first 3 day of the training were just a entertainment for me. The Last Day which turned my thought “Training is my Career and that becomes Passion for me”.
HOW I Started the Training Career.
After the 4th day, My passion started towards the training, I have Learning towards the training.
Then I came across the Word “ADDIE”, which can help one to deliver the Effective Training.
What is ADDIE?
“ADDIE” is a Acronym which we use it for the Development of the Content based on the Training Need Analysis
A – Analysis
D – Design
D – Development
I – Implement
E – Evaluation
The ADDIE Model is a Method used to develop the Content for the Training program (Instruction Design method). It was developed in the Year 1975 and the acronym was termed by “SCHLEGEL in 1995” (Timeline of the ADDIE Model). ADDIE is the still most commonly used mde
The Addie model is an instructional design methodology used to help organize and streamline the production of your course content. Developed in the 1970’s, ADDIE is still the most commonly used model for instructional design. Why? – It’s simple and effective! In this post, we take a look at the various stages involved and also how you can begin using ADDIE today.
Addie is an acronym for the five stages of a development process:
Analysis –> Design –> Development –> Implementation –> Evaluation.
The ADDIE model relies on each stage being done in the given order but with a focus on reflection and iteration. The model gives you a streamlined, focused approach that provides feedback for continuous improvement.
Let’s discuss about the five stages one by one.
To develop any contant, you have to understand and analyse the exisiting situation or the learning model adapted in the particular organisation.
Note: The Training / Learning Model will vary from organisation to organistaion and person to person.
To understand or analyze, start will the series of questions
“What, Where, When, Why, Who and How”
You will putforth the questions to get clarity on the goals and objective of the training.
Few questions are
- Who is the traget audiance?
- What are their characteristics?
- What is the age group and their educational qualification?
- Identify the new Behavioiral Outcomes?
- What are the training options?
- Do we have learning constraints?
- Timeline of the Project.
Based on the above questions, you might get some clarity about your assignment.
You can also get the inputs from the Audiance to analyse, why the training is required.
Once you have done the analysis, you would have ended up creating a Training Plan.
This phase will deals with Learning objectives, Assessment, Activities, Content, Subject matter analysis, Lesson planning and Media selection.
Steps used in this phase:
- Documentation of the project’s instructional, visual and technical design strategy
- Apply instructional strategies according to the intended behavioral outcomes by domain (cognitive, affective, psychomotor).
- Create storyboards
- Design the user interface and user experience
- Create a model (Protype)
- Apply graphic design
In this stage, you can start creating the modules. The story boards or protype that you created will help you in this module.
Each module of the couse has been well planned and developed in a way that it should address the purpose of this course.
Visual presentation is also important, so be keen on adding graphics, choosing the color, fonts. The module you create should be engaing the audiance.
The development process should be in interative mode. Make sure no basic error viz., Grammer, Spelling.
Building upon that should be a check on the flow of the content. Is it engaging, how is the length etc?
You should come out with: Course Content
During the implementation phase, a procedure for the training and the learning procedurss are developed. The facilitators’ training should ensure that it covers all the course curriculum, learning outcomes, delviery method. Ensure that learners are prepared for learning that include training them on tools required either may be hardware or software.
This is the phase the respective stake holder has to adhere the requirement to fulfill the training.
The evaluation phase consists of two parts: formative and summative. Formative evaluation is present in each stage of the ADDIE process. Summative evaluation consists of tests designed for domain specific criterion-related referenced items and providing opportunities for feedback from the users.
Content Courtesy: Wikipedia.