Training Design
Process
ADDIE model
Training Design Process
Training design process refers to a systematic
approach for developing training program
It is also referred to as the ADDIE model:
Analysis
Design
Development
Implementation
Evaluation
ADDIE Model
Analysis
identifythe performance problem, the goals and
objectives, the audience’s needs, existing knowledge,
and any other relevant characteristics
Design
specifying learning objectives. Detailed prototypes
are often made and content is determined here.
ADDIE Model
Development
The actual creation (production) of the content and
learning materials based on the Design phase.
Implementation
The plan is put into action and a procedure for
training the learner and teacher is developed.
Materials are delivered or distributed to the student
group.
Evaluation
Checking whether performance problems are
solved.
Making improvements in the content and inputs
Training Design Process
Ensuring Employees’
Conducting Needs Readiness for Training Creating a Learning
Assessment Environment
-Attitudes and motivation
-Learning objectives
Organisational Analysis -Basic Skills
-Meaningful material
Person Analysis
-Practice
Task Analysis
-Feedback
-Community of learning
-Program Administration
Developing an Evaluation Ensuring Transfer of Training
Plan -Self management
-Identifying Learning -Peer and manager support
outcomes
-Choose evaluation design
-Plan cost-benefit analysis
Monitor and Evaluate the
Program
Select Training Method
-Conduct evaluation
-Traditional
-Make changes to improve
-E-learning the program
Assumptions of Training Design
Approaches
Training design is effective only if it helps
employees reach instructional or training goals
and objectives.
Measurable learning objectives should be
identified before training.
Evaluation plays an important part in planning
and choosing a training method, monitoring the
training program, and suggesting changes to the
training design process.
Needs Assessment
Why, Who, Method and
Process of Need Assessment
Need Assessment – What?
Refers to the process used to determine if
training is necessary
It typically involves
Organizationalanalysis
Person Analysis
Task Analysis
Need Assessment - Why?
If Need assessment is not conducted, then its
problems are:
Training is incorrectly used as a solution for an non-
existing problem
Training program contents and objectives are wrong
Trainees may be sent to wrong training programs
(Absence of basic skills)
Wastage of money because training is not related to
business strategy
The Needs Assessment Process
Outcomes
Reasons or “Pressure Points
What is the Context? •What Trainees Need to
Learn
•Lack of Basic Skills
Organization •Who Receives Training
•Poor Performance Analysis
•Type of Training
•New Technology Task In What Do
Analysis They Need •Frequency of Training
•Customer Requests Training?
Person •Buy Versus Build
•New Products Analysis Training Decision
•Higher Performance •Training Versus Other
Standards Who Needs the HR Options Such as
•New Jobs Training? Selection or Job
Redesign
Needs assessment involves:
Organizational Analysis – involves determining:
the appropriateness of training, given the business
strategy
resources available for training
support by managers and peers for training
Task Analysis – involves:
identifying
the important tasks and knowledge, skill,
and behaviors that need to be emphasized in training
for employees to complete their tasks
Needs assessment involves:
(continued)
Person Analysis – involves:
determining whether performance deficiencies
result from a lack of knowledge, skill, or ability (a
training issue) or from a motivational or work
design problem
identifying who needs training
determining employees’ readiness for training
