Table Of Content
In the implementation phase, instructors put the learning materials into action. This stage involves the actual deployment of the training or educational program to the target audience. Trainers or instructors deliver the content, and learners engage with the materials and activities. ADDIE implementation is the phase in which learners actually receive the instruction and materials prepared for them throughout the previous three steps of the ADDIE model. As such, it is arguably the most important step because it is where the learning actually occurs. A challenge with the ADDIE model is that many organizations focus too strongly on just the design, development, and implementation phases and often skip the analysis and evaluation phases.
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Subject matter experts may want to delve deep into a technical topic. The client might be confused as to what, exactly, they want participants to learn. This is also the phase where the project manager ensures that the books, hands on equipment, tools, CD-ROMs and software are in place, and that the learning application or Web site is functional. Instructional theories also play an important role in the design of instructional materials.
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Designers also focus on creating engaging content, selecting relevant media, and determining the best methods to deliver the training. The goal is to ensure that the training aligns with the identified needs and objectives while catering to the characteristics and preferences of the target audience. However, you can still use tried-and-tested tools to navigate these new difficulties. The ADDIE model of instructional development is one of those tools. The fundamentals of learning have stayed the same, and ADDIE helps us to remember how to make development programs that really work.
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Make sure to give learners ample notice about the start and completion dates of the program. A suite of educational technology tools can help you in the process, and for more on this check out our article on the best instructional design tools on the market. It’s often the case that clients are not 100% clear about what they actually need at the very start. And it’s your job, as a learning designer, to patiently draw the information out until there is a shared understanding of the learning objectives for your course.
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While evaluation is the next and last stage of the ADDIE model, you can already start gathering your data in the implementation phase of the instructional design process. Building the learning product in line with the design represents the bulk of the work in the development phase. You may outsource this part to a trainer who is a subject matter expert or a training organization with relevant knowledge. It is the role of the instructional designer to ensure that the learning product will align with the specifications of the design and the findings in the TNA.
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ADDIE vs rapid instructional design
Theories such as behaviorism, constructivism, social learning and cognitivism help shape and define the outcome of instructional materials. If your objectives were not clear enough from the beginning, you may find you’re having a hard time finding where improvement is needed at the end. In this case, return to the analysis phase and try to be more precise.
The Implement Phase
The next step is to create a storyboard and/or prototype so that you can easily communicate the value of the training, particularly to stakeholders. It’s important to brief stakeholders and update them on the learning goals and learning design choices made in this phase. A military training framework might not be the first thing that comes to mind when designing employee learning solutions. Yet, the ADDIE model has proven its versatility and effectiveness far beyond its initial scope, becoming a cornerstone of instructional design worldwide. The ADDIE model provides a scaffold for your thinking and for collaboration with the rest of your learning design team.
The goal is to ask questions that help you create training with the right audience and learning goal in mind. Great online courses use a blend of interactive learning materials to teach a concept or change a behavior. They are founded on adult learning theory, measurable learning objectives, and ample practice opportunities. In summary, ADDIE is a process that can be implemented to allow for better course design. Read more about The Successive Approximation Model (SAM) for instructional design for delivering engaging training programs.
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As courses are often modular, it could also be the design of a single module, repeated as many times as needed and sandwiched between an introduction and a final lesson and/or assignment. By following the ADDIE model, you ensure coherence, effectiveness, and a good dose of efficiency in your instructional design workflow. The ADDIE model stands out for its adaptability, effortlessly tailoring itself to diverse learning needs.
The ADDIE model provides a sequential list of requirements with known inputs and outputs such that staff developing the course can maintain a big-picture view of what they are trying to achieve. Follow us on Twitter and come back to E-Learning Heroes regularly for more helpful advice on everything related to e-learning. Sign up to get the latest industry tips, insights, and trends from our team of learning experts. Based on all the information gathered in the Analyze phase, you can also map out the resources required for the training. This includes the number of training hours, duration, required budget, facilities, and additional information. The original 1970s model had many more steps, but it was systematized in the 1980s.
Using your formal evaluation, decide to what degree your initial training met the objectives and goals from the analysis phase. Feed these results back to your stakeholders and inquire about their satisfaction with the training program, as this will provide excellent input for future programs. It’s important to evaluate at the design, development, and delivery stages and continuously evaluate all elements of the program. After your training is first delivered, there will likely be feedback and questions that were not spotted earlier.
At the evaluation phase, you can formally evaluate the learning program using post-assessments, observations, or productivity data. All of these sources will highlight what people learned, how they’ve applied it, and the results achieved. Evaluation is an integral part of every stage of the ADDIE learning model, but it also gets its own phase. As soon as you deliver your first course or workshop, you want immediate (and continuous) feedback so that you can implement improvements. Is there a need for side programs that provide extra support to learners in addition to the main program?
You’ll start the process by gathering information and analyzing the situation to determine what problem you’re solving and what the instructional goal is. You should move to the next phase only if you determine that instruction is needed to solve the problem and/or meet the goal. The focus of this sample training plan for sales representatives is on improving sales skills like rapport building, prospecting, presenting, and negotiating.
Therefore, to compete in today’s marketplace, you require a talented and up-to-date workforce. Having a solid foundation of each phase will ensure you end up with a high-quality course that meets the needs of your learners. Based on that feedback, you can evaluate whether or not you achieved the goals you identified in the ANALYSIS phase, and, based on the answer, either forge ahead, make a few tweaks, or begin the ADDIE process anew. When planning an eLearning course or curriculum, it’s easy to get bogged down in the details. Details are important, but with the right process, multiple inputs can be wrangled into an engaging eLearning course that meets the needs of your learners.
Therefore, once you have clarified your objectives, your main student profile, your learning environment, your desired outcomes and so on, it is time to sit back and reflect on each. During the implementation phase, instructional designers hand off their materials to the instructors who will actually be teaching the course. In this way, you can bring the instructors up to speed on the materials to give them the best chance of transmitting them effectively.
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