ADDIE: Training and Development Professionals' Guide
- 2 hours on-demand video
- 1 article
- 45 downloadable resources
- Full lifetime access
- Access on mobile and TV
- Certificate of Completion
Get your team access to 4,000+ top Udemy courses anytime, anywhere.
Try Udemy for Business- respond to problems that may arise in the absence of top-level management support for training, build an effective training plan, and perform training needs analysis.
- use the ADDIE model, understand the characteristics of the adult learner and accommodate differences when delivering training.
- recognize when to use traditional methods of delivering training and when to use technology-based, blended learning, or on-the-job methods of training.
- use Kirkpatrick's four levels of evaluation and determine whether a training effort was a good return on investment.
- prepare the materials that you intend to use as a foundation for a potential course
This course is about mastering an important training and development framework: the ADDIE Model (Analyze, Design, Development, Implementation, Evaluation). Tested by time and millions of students, mastering this simple system will make you a better trainer.
You will learn about all aspects of corporate training, including the front-end training needs analysis, and identifying effective strategies for course design and development. And, you will also study various ways to deliver training and to accurately evaluate the impact that training programs have on a company's bottom line.
You will follow this very simple course structure to learn:
- Training plans
- Training needs analysis
- Curriculum development
- Training methods
- Training evaluation
On completion, you will be able to respond to problems that may arise in the absence of top-level management support for training, build an effective training plan, and perform training needs analysis.
You will be able to use the ADDIE model, understand the characteristics of the adult learner and accommodate differences when delivering training. And, you will also be able to recognize when to use traditional methods of delivering training and when to use technology-based, blended learning, or on-the-job methods of training.
And this is not all. You will practice Kirkpatrick's four levels of evaluation and determine whether a training effort was a good return on investment.
The course will take 2 hours to finish, maybe more if you also choose the optional project, and includes video lectures, practical examples, exercises and quizzes.
So, if you are looking to become a trainer, or a better trainer this course is for you. And it's easy to enroll. Just press the "Take This Course" button and you are in. Or, if you are not yet sure try the preview option, and then decide.
Thank you and see you on the course!
- Corporate directors of learning, education managers and executives involved with learning and development at the organizational or departmental level within an organization.
- Education professionals, adult education specialists, vocational trainers and students seeking an academic career.
The most valued resource of any organization is its people. In today's corporate landscape of technological advancement, employees must be trained to align with the strategic direction of the business. Managers of quality should know that improvements in workplace productivity contribute positively to the overall well-being of the organization.
The most valued resource of any organization is its people. In today's corporate landscape of technological advancement, employees must be trained to align with the strategic direction of the business. Managers of quality should know that improvements in workplace productivity contribute positively to the overall well-being of the organization.
For a better learning experience change your view settings to HD. Depending on your internet connection the quality of your video lesson should be better on your playing device. You can also switch on the closed captioning if you so prefer. It's good when you want to listen quietly, or to get used with my Romanian accent.
To ensure quality and competitiveness in today's market, employees need both skills and insight into their work.In light of this need, organizations spend billions of dollars on training and education. Although the following terms are often used interchangeably, they represent substantially different activities and goal.
There is little point in teaching people what they already know. In business, it is not only a waste of scarce resources, but it also lowers employee morale.
A training needs analysis is an important first step toward the development of the training plan because it helps to identify real training needs.
Curriculum development – or training design and development – should be tied to learning and performance objectives discovered during the training needs analysis.This ensures that training promotes the successful achievement of an organization's strategic goals.
The most commonly used methodology for developing a curriculum is the ADDIE model – analysis, design, development, implementation, and evaluation.
No matter how closely you follow the ADDIE model in designing a curriculum, unless the training is designed specifically for the target audience, you are unlikely to achieve the best results. To effectively train or educate adults, you need to understand your audience and what training strategies work best.
Samuel Hayakawa, a former American senator, said "If you see in any given situation only what everybody else can see, you can be said to be so much a representative of your culture that you are a victim of it."
Businesses thrive on diversity. To ignore diversity when training a workforce is to limit that workforce and the potential of the business.
The best training delivery methods are tailored to the objectives of the training and to the mix of learning styles of its target audience. However, selecting the best training delivery method or methods from the broad range of available options is complex.
Executive management needs to know that the money they are spending on training is providing a favorable return on investment (ROI).
Training needs to be evaluated in terms of the return that it provides. This return may be measured in terms of increased productivity, reductions in waste and cycle times, and in reduced employee turnover.
In 1959, Donald Kirkpatrick developed four basic levels of training evaluation.
Russell T. Westcott and Jack J. Phillips introduced a fifth level of training evaluation – Return on Training Investment (ROTI).
This evaluation determines whether there was a net dollar payback for the organization as a result of employees learning new behaviors and practices.