HRD ADDIE Model

-

 The origin of the ADDIE instructional development model is a concept that can be traced to the United States armed forces in the 1970s (manu , J.S., 2004) In fact, the term ADDIE does not appear in many textbooks written in the field of training and development. It is mostly called by the training cycle or directly called an instructional system design. The ADDIE model includes the following cycle.

As cited by, Manu J.S. (2004) “ The word ADDIE is an acronym formed from the first letter of each keyword” (Rothwell and Benkowski, 2002)

As a professional, this model is more than just an acronym. It is a blueprint for success. An analysis is the most important step in the process. It helps to determine the basis for all future decisions. A mistake that many beginners make is not conducting a proper analysis at the beginning. It is this analysis that helps to identify the audience " limitations or opportunities or other important points that will be useful in the design process.

The design process is the brainstorming step' This is where to use the information obtained in the Analysis phase to create a program or course that meets the needs of the audience. There are many forms of the design process and it can be very tiresome at times. Testing your concepts in the design phase will save time and money.

The Development phase focuses on building the outcome of the design phase. This process consumes much of the time spent in creating a sound educational program or course. It includes various steps such as initial drafts, reviews, re-writes, and testing.

For larger corporations, this phase can involve numerous individuals including subject matter experts (SMEs), graphic artists, and technical experts.

The Implementation phase includes more processes than simply presenting the materials developed. While the concepts and materials have been tested throughout the process, the implementation phase can uncover topics that require further development or re-design work' The processes for this phase vary based on the size of the organization, the complexity of the program or course, and the distribution of the materials.

The Evaluation phase plays an important role in the beginning and at the end of the process. Evaluation objectives reflect much of the discoveries found in the analysis process. These discoveries include the objectives and expectations of the learner. When looking at the process, the resource person must avoid the thought that it is structured in chronological order' Rather, the ADDIE Model is a continuous circle with overlapping boundaries.

To evaluate the programme effectively, data will be gathered from participants and the results will be carefully analyzed to identify any underlying problems or changing conditions. It is also essential to monitor the return on investment in the training programme, where productivity issues are the driving factor.

 REFERENCES

Molenda, M., 2003. In search of the elusive ADDIE model. Performance improvement, 42(5), pp.34-37.


Comments

  1. Achinda GamageApril 22, 2022 at 5:59 AM

    When I go through your blog, I feel following disadvantages are there in ADDIE model,
    - it time consuming
    - Costly / very expensive
    - Rigid linear process
    - Not allow for iterative design
    - Evaluations does not assist

    ReplyDelete
    Replies
    1. sisirachandrasiriMay 6, 2022 at 11:12 AM

      Yes commenlly agree with you but according to situation we have to plan lkket those model training

      Delete
  2. Saugi DissanayakeApril 22, 2022 at 8:34 PM

    The evaluation objectives reflect many of the findings found in the analysis process. But my feeling is that this whole process is going to cost a lot of time and money.

    ReplyDelete
    Replies
    1. sisirachandrasiriMay 6, 2022 at 11:14 AM

      Yes, but time to time we have to use this according to audience

      Delete

Post a Comment

Popular posts from this blog

HRD ASK Model

-
Image
  As mentioned earlier about the components of the ASK model, it is a model which helps human resource development from the initial stage when it begins from recruitment. From this perspective, the model tries to sum up the basic expectations from any new entrant and explicit the required characteristics that can be measured and assessed' This model aims to provide the basic requirement for the new entrant to perform better in their jobs in any given industry, with the means to identify and determine the assessment criteria for their achievements. Based on the ASK triangle the knowledge accounts,  only for 15 per cent, which consists only of the technical and general knowledge required to perform a job. Subjective and objective knowledge is not enough to perform in any given profession or job, while the skills and the Attitude together account for 85 per cent. Attitudinal aspect covers the areas consisting of Integrity, hard work" commitment, maturity, positive attitude, sensi...
Read more

Training and development within the context of HRD

-
Image
An American Society for Training and Development (ASTD) sponsored study by Pat Mclagan in 1989 identified the HRD roles and competencies needed for an effective HRD function. This ASTD study documented a shift from more traditional training and development topics to a function that included career development and organizational development issues as well' The study depicted the relationship between HRM (Human Resource Management) and HRD function as a “ Human Resource Wheel.” The Original HR wheel from McLagan Identified three primary HRD functions' It can be numbered as follows. 1.  Training and development 2.  Organization development 3.  Career development It can be clearly identified by the Human Resource Wheel depicted below. According to the above training and development (T&D) is a key function of Human Resource Development and it holds more importance in developing employees to achieve the current and future needs of the organization. Defining T & D has be...
Read more

HRD Evaluation Model

-
Image
Donald Kirkpatrick has developed a very popular evaluation model that has been used since the late 1950s by the training community. The focus is on measuring four kinds of outcomes that should result from a highly effective training program' Perhaps the best-known evaluation methodology for judging learning processes is Donald Kirkpatrick’s Four Level Evaluation Model which was first published in a series of articles in 1959 in the Journal of American Society of Training Directors (now known as T + D Magazine). The series was later compiled and published as an article, “ Techniques for Evaluating Training Programs”, in a book Kirkpatrick edited, “ Evaluating Training Programs” (1975). However, it was not until his 1994 book was published, Evaluating Training programs, that the four levels became popular. Nowadays" his four levels remain a cornerstone in the learning industry. Kirkpatrick's model includes four levels or steps of outcome evaluation : ·   Level 1 Evaluation –...
Read more