ADDIE: Training and Development Professionals’ Guide
Do It Right! Analysis, Design, Development, Implementation, and Evaluation Competencies for Effective Trainers
What You will Learn?
How 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.
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.
Requirements
Prepare the materials that you intend to use as a foundation for a potential course
Description
This course is about mastering an important training and development framework: the ADDIE Model (Analyze, Design, Development, Implementation, Evaluation).
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.
You will 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.
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 complete, or more if you also choose the optional project, and includes video lectures, practical examples, exercises and quizzes.
If you are looking to become a trainer, or a better trainer this course is for you.
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.
Curriculum For the Course
Introduction
About the Course
Course Overview
Course Guidelines
Introduction
Training Plans
Creating a Learning Environment
Elements of an Effective Training Plan
Creating Effective Training Plans
Training plans
Training Needs Analysis
Benefits of Training Needs Analysis
Needs Analysis Goals
Phases and Progression of a Needs Analysis (I – Strategic)
Phases and Progression of Needs Analysis (II – Preliminary and Performance)
Phases and Progression of Needs Analysis (III – Quantitative)
Phases and Progression of Needs Analysis (IV – Wrap Up)
Needs Analysis Phases
Training Needs Analysis
Curriculum Development
Phases of Curriculum Development (ADDIE)
The ADDIE Model
The Adult Learner
Accommodating Differences
Curriculum Development
Training Methods
Delivering Training
Traditional Methods of Delivering Training
Training Delivery Methods
Technology-based, Blended learning, or On-the-job methods
Training Methods
Training Evaluation
Levels of Evaluation
Kirkpatrick’s Training Evaluation Levels
Training Return on Investment
Training Evaluation
The ADDIE Model for Trainers
Course Project (optional)
The ADDIE Model for Training and Development
Training and Development for Organizational Excellence
Bonus Lecture
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