ADDIE: Training and Development Professionals' Guide

Do It Right! Analysis, Design, Development, Implementation, and Evaluation Competencies for Effective Trainers
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  • Lectures 27
  • Contents Video: 2 hours
    Other: 11 mins
  • Skill Level Intermediate Level
  • Languages English, captions
  • Includes Lifetime access
    30 day money back guarantee!
    Available on iOS and Android
    Certificate of Completion
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About This Course

Published 5/2015 English Closed captions available

Course Description

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!

What are the requirements?

  • prepare the materials that you intend to use as a foundation for a potential course

What am I going to get from this course?

  • 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.

What is the target audience?

  • 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.

What you get with this course?

Not for you? No problem.
30 day money back guarantee.

Forever yours.
Lifetime access.

Learn on the go.
Desktop, iOS and Android.

Get rewarded.
Certificate of completion.

Curriculum

Section 1: Introduction
03:15

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.

04:16

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.

03:15

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.

2 questions

An overview of the course structure, content and best learning practices.

Section 2: Training Plans
08:14

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.

09:28

Because training can be expensive and because it should help an organization meet its strategic targets, the training plan needs to be thorough and feasible. How formal this document should be is dependent on the size and culture of the organization.

1 page

To use this tool, you can

  • complete the table online, however, your changes will not be saved
  • print the table and complete it on a hardcopy version
  • create your own table, based on the table provided, and work with it on your computer
2 questions

Respond to problems that may arise in the absence of top-level management support for training and build an effective training plan.

Section 3: Training Needs Analysis
10:02

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.

1 page

Training needs analyses may fulfill a wide range of goals – such as compliance with quality standards or increasing safety in the workplace.

05:05

The four phases of any training needs analysis process are:

  • Phase I – strategic analysis
  • Phase II – preliminary and performance analyses
  • Phase III – quantitative analysis
  • Phase IV – analysis wrap up

06:58

The four phases of any training needs analysis process are:

  • Phase I – strategic analysis
  • Phase II – preliminary and performance analyses
  • Phase III – quantitative analysis
  • Phase IV – analysis wrap up
02:31

The four phases of any training needs analysis process are:

  • Phase I – strategic analysis
  • Phase II – preliminary and performance analyses
  • Phase III – quantitative analysis
  • Phase IV – analysis wrap up
04:58

The four phases of any training needs analysis process are:

  • Phase I – strategic analysis
  • Phase II – preliminary and performance analyses
  • Phase III – quantitative analysis
  • Phase IV – analysis wrap up
1 page

Needs Analysis Phases Table

5 questions

Prepare, perform and use training needs analysis.

Section 4: Curriculum Development
11:07

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.

1 page

The ADDIE Model Table

06:28

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.

07:43

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.

3 questions

Use the ADDIE model, understand the characteristics of the adult learner and accommodate differences when delivering training.

Section 5: Training Methods
03:04

Successful training results in employees who are better able to do their work and, ultimately, a more competitive business. To achieve this result, training delivery needs to closely mimic employees' work and environment.

10:32

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.

3 pages

Training Delivery Methods table

08:50

There are three main categories of non-traditional methods that you can use to deliver training: technology-driven training, on-the-job training (OJT) and blended training.

2 questions

Recognize when to use traditional methods of delivering training and when to use technology-based, blended learning, or on-the-job methods of training.

Section 6: Training Evaluation
07:56

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.

1 page

Kirkpatrick's training evaluation levels table

07:20

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.

2 questions

Use Kirkpatrick's four levels of evaluation and determine whether a training effort was a good return on investment

Section 7: The ADDIE Model for Trainers
1 page

Optional course project, reinforce your learning, develop action skills.

00:57

Congratulations for finishing this course! You are now 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.

1 question

Learning reinforcement, next steps and course conclusions.

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Instructor Biography

Sorin Dumitrascu, Management trainer

Before Udemy, Sorin developed and delivered more than 20 courses on management, project management, computer literacy, human resources, career development, soft skills for employees and even corrections incidents management.

Currently working as a prison service consultant, he is a certified trainer and project manager, holding a master degree in International Relations and Policy Making and a bachelor degree in Law and Public Administration.

Sorin coordinated during the last 10 years projects in the areas of rule of law, regional development and human resources.

He has more than 10 years of middle/senior managerial experience within the civil service (justice, corrections, internal affairs, training), private sector (project management, consultancy, training) and NGO (industrial relations, rural development).

Sorin is also a certified International Computer Driving License (ICDL) tester and trainer for the United Nations Peacekeeping Missions, certified Human Resource Professional and a Public Manager (professional degree).

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