Train employees using the ADDIE model


Investing in your people is one of the best ways to give your organization an edge over others. Keeping your teams sharp and engaged in the highly competitive furniture industry can be a differentiator. This can be done with an effective learning method to train employees.

It is recommended that you follow a proven model to ensure you get the desired results from the training presented within your organization. One of the most popular instructional design methodologies, the ADDIE model, is an easy-to-follow process with a step-by-step systems approach. ADDIE stands for Analysis, Design, Development, Implementation and Evaluation. It can be used for in-person and online training. ADDIE will provide a standard for the instructional designer to ensure that each course has a consistent design and the high level of quality you expect.

Analysis (A):

During the analysis, fundamental questions such as who, what, when, where, how and why are addressed. Through a needs assessment, course objectives are created and target audience and knowledge are identified. The expected return on investment (ROI) and ensure they align with the organization’s strategy and goals.

Design (D):

The design phase uses the information gathered during the analysis to begin brainstorming on the content, the tools used and the delivery style. The content is then mapped with a timeline to ensure the information is presented in a logical manner. Goals are developed, tests are created, and the outline of a prototype plan is written.

Development (D):

This is where the organization and construction of the actual program begins. The various components, such as videos, tests, workbooks, and scripts, are created. Content should be regularly tested to ensure that it conveys the message and information in an digestible way.

Implementation (I):

During implementation, all interested parties should prepare themselves and learners for the learning experience, including allowing time for them to properly engage with the training once the content designers are satisfied. content. Learners need to understand the new tasks and responsibilities they should be able to perform.

Rating (E):

At each step, the process may require revisiting and refining previous steps. Improvements should be at the center of every step, especially the evaluation phase. Feedback from participants and observers should be collected and used to create a more meaningful experience for each new participant. Stakeholders must be able to verify that knowledge transfer has actually taken place to determine the true return on investment. A review of the objectives established during the analysis phase should be used to determine if the training objective has been achieved.

ADDIE is a circular model used to train employees that calls for constant improvement to continually refine and update content. This will ensure that information is provided and remains relevant and up-to-date.

Most organizations use a learning management system (LMS) to track, assign, and record training, especially for compliance-type learning. There are even LMSs designed for small organizations with less than 40 users. An LMS can also be used to provide e-learning and provide on-demand training to provide refresher or just-in-time learning opportunities. It’s a great way to deliver content to workers in various locations, or to learn remotely, in a consistent way. It’s a flexible, focused, and streamlined approach to course creation.

In addition to the ADDIE model, other great instructional design methodologies include Merrill’s Principles of Instruction, Gagne’s Nine Instructional Events, Blooms’ Taxonomy, Dick and Carey Model, Kemp Design, and many more. . The best is the one that works well for your organization.

Whichever one your organization uses to train employees, consistency is key to creating the best results for effective training. When participants anticipate a quality learning environment and materials, they show up better prepared and retain information at higher rates. Employees will appreciate your investment in their success and career, which can help production and retention rates in your organization.

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