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The ADDIE Model, a design model created in 1975 by Florida State University, was a program which would train individuals adequately for any job they might apply for. The model is an acronym for 5 phases of the model itself. These phases are as follows: Analysis, Design, Development, Implementation, and Evaluation. These 5 phases can be used as training models in the HR training experience, and others in an organization.
The A in the ADDIE Model stands for Analysis. In the analysis phase of the ADDIE Model, designers analyze needs, goals, and constraints. They identify target audiences, existing skills and knowledge, and any challenges. The analysis phase of this model is to analyze markets, learning environments, objectives, and learning goals. It is the research stage, where companies and departments work on understanding the market around them. When given a problem, being able to understand certain factors, related to target audiences, markets, and resources. Knowing The required resources, and the above factors can help in the next phase of the ADDIE Model.
The first D in the ADDIE Model stands for Design. This stage is systematic and specific. It targets learning objectives, and focuses majorly on the pre-learning process, focusing on resources and factors like it. Carrying out a plan, step by step and element by element is the second phase of the ADDIE Model. In this phase, designers develop testing and instructional strategies. The testing strategies help understand and measure the effectiveness of the solution. The instructional strategies involve steps in the creation process and elements which have to be joined in order to achieve the final goal.
The second D in the ADDIE Model stands for Development. This is the creation phase, in which designers create assets which are designed in the second phase of the ADDIE Model. The third stage of this model creates the asset or solution to the problem described in the first stage. This stage is also important towards the problem itself, because it is the final product, and ideated and created solution. This stage involves a lot of collaboration, and intertwining of information and resources. Inter-Department collaboration, and working together of multiple departments is essential in this stage. It has within it, a Pilot Test, which is the first official run of the solution.
A validation also happens, which is an expert appraisal, mixed with an expert check. It makes sure the processes are running smoothly, and the product meets certain criteria. In this stage, debugging also occurs. Designers make sure their solutions are foolproof and user-friendly. There might be multiple of these stages to facilitate developmental issues and remakes.
The I in the ADDIE Model is implementation. This stage is important because it builds upon the Pilot Test of the solution, and continues it until the product becomes the only and the most viable solution. It facilitates the implementation, and usage of the product as the primary solution to the problem. It is putting the aforementioned plans into action. These could be in visual, and non-visual forms. Preparation is important in this step. It helps the people targeted by the solution prepare for the solution. It helps with ease of access, user experience, and multiple other factors involved in implementation.
The E in the ADDIE Model is evaluation. This phase is important to judge the success of the solution, and its overall effectiveness. This phase is important for understanding the use of the product, and to see if expectations, and objectives, have been met. A formative evaluation also occurs, which is helpful for the designers. In this evaluation, professionals, and experts use the solution and offer their expert appraisal and feedback on it. This step is important for further improvement of the solution, and to see if it meets professional criteria.
The ADDIE Model is a design model created in 1975 by Florida State University. It is a program to train individuals for a job.
The 5 stages of the ADDIE Model are analysis, design, development, implementation, and evaluation.
The ADDIE Model can be used as HR training models in an organization.
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