Employee Training: A Look at the ADDIE System

One of the most common instructional design systems is known as ADDIE (Analysis, Design, Development, Implementation, and Evaluation. By systematically designing the program using ADDIE, the resulting training should solve the underlying performance issue for which the training addresses.

A – Analysis: Analysis is needed to determine what is causing the human performance problem. Using interviews, questionnaires, observations, surveys, and materials studies, the instructional designer explores the problem and recommends both training and non-training solutions

D – Design: From there, the program enters the design stage which involves defining learning objectives, creating assessment document, outlining and writing the content, selecting media, and setting goals.

D – Development: After the design has been laid out, the next phase is the development phase where the training course is developed. Using authoring software, instructional designers develop the program, activities, labs, and other materials. The training program moves from an outline form to a workable training program during the development phase.

I – Implementation: Once the training has been developed, it's time to implement it. The training program usually goes through a few test runs before it is fully implemented. After conducting a pilot test of the program, feedback may indicate that changes are needed. If so, the training is revised and implemented.

E – Evaluation: Finally, the training program must be evaluated to ensure that the training has achieved all learning objectives. Designers use feedback and analyze results and then make any changes warranted. Keep in mind that evaluation is an ongoing process and is conducted throughout the ADDIE process.

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