Create a training and development plan/HR training and development using ADDIE

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(Hook) A story/example/interesting fact about human resources training and development[edit]

This course is intended to help learners acquire the ability to create human resource training and development plans using the ADDIE instructional design model. Perhaps the first question we should address is why organizations bother to train and develop their members at all? After all, training and development can be a significant drain on an organization’s resources [cite]. What’s in it for the organization?

Introduction to HR training and development[edit]

What do we mean when we say training and development? Is there a difference between training and development? According to the Society for Human Resources Management (SHRM), training entails helping people acquire the knowledge, skills, and abilities they need to do a specific job or task.
Development focuses less on a specific job or task and more on helping members grow as individuals and community members in order to become even more valuable assets to the organization.

Introduction to the ADDIE instructional design model[edit]

What is ADDIE and why should one use it to design HR related training and development? ADDIE has been in use since the 1950’s and was likely originally developed by the United States military [cite]. It is a description of a time-tested process for designing effective instruction of all kinds, and is perhaps the most recognized instructional model in the world today [cite].

A - Analysis (or "Assessment," according to the Society for Human Resource Management [cite])
D - Design
D - Develop
I - Implement
E - Evaluate

Analyze: Analysis is a crucial first step to developing effective training and development offerings. You will determine what training is needed, or if it's needed at all. You'll analyze the needs of your trainees. You'll also consider the resources and/or constraints of your environment. This module contains useful resources and practice for working through the Analysis Phase of your training plan.

Design: The Design Phase is the second phase of the ADDIE model. After thoroughly analyzing a performance gap in the Analyze Phase, you’ll now begin planning how training will be used to close that gap. By the end of the Design Phase, you should have a rough outline of what your training will look like.

Develop: The Development Phase is the third phase of the ADDIE model. In the Development Phase, you'll begin creating and/or gathering the instructional materials that you planned in the previous Design Phase. By the end of the Development Phase, you should have a working prototype of training that you can validate with experts and pilot test with users.

Implement: The Implementation Phase is the fourth phase of the ADDIE model. In the Implementation Phase, instruction actually gets delivered to trainees.

Evaluate: The Evaluation Phase is the fifth and final phase of the ADDIE model. In the Evaluation Phase, you will evaluate if your training has had the desired impacts. Although the Evaluation Phase comes at the end of the ADDIE model, evaluation of your training’s effectiveness actually happens in all five of the ADDIE phases.