The Methods and Development Process of Employee Training
Instructional Systems Design describe how employee training should be developed. The most commonly used method of instructional design is the ADDIE system, which stands for Analysis, Design, Development Implementation and Evaluation. Using a systematic developmental process ensures that the training you create will ultimately solve the human performance problem that is driving the training.
Other People Are Reading
-
Analysis
-
The ADDIE model begins with analysis. This step is also frequently called needs analysis. During this phase, an instructional designer dissects the training request to determine the cause or causes of a human performance problem. The designer will use questionnaires, interviews, observations and materials studies to craft a potential training solution. The analysis must be thorough and ultimately creates a training course recommendation. A proper analysis also includes recommended non-training solutions, in addition to the proposed training program.
Design
-
The design phase begins with learning objectives, assessment documents, content development, course design and media selection. Design is similar to an outline or skeleton of your future training program. This requires developing learning objectives or goals for the training and gathering evidence to craft the program. Decisions about how to deliver the training and creating an outline of the future course are also necessary. The design phase of training development is the first glimpse at what the future course will look like.
-
Development
-
Development of employee training is the phase where you create the training program. Instructional designers take the information from the previous phases and develop a training course. Training could be online or web-based, and frequently the designers will use an authoring system to craft the program. During this phase, you will develop classroom training, exercises and activities. Media is selected, developed and tested while also creating job aids and other materials. Development is the phase where the final program begins to take shape.
Implementation
-
Implementation is where you roll out the training to your organization. Many implementations include a pilot program where you conduct the course for the first time. You will receive feedback from the pilot test and changes made, if necessary. After revising of training is complete, the program is ready for implementation. Options for roll out include starting the program in a small area of the company and then taking it to the next unit until all areas are trained. Another choice is to simply conduct the training for your entire organization all at once.
Evaluation
-
Evaluation is the final step in the ADDIE model. Feedback and results from the training are received by the instructional designer and compared to the original learning objectives. The designer makes any necessary adjustments and changes to the program, with improvements made for the next training session. Evaluation is also an important part of every phase of the ADDIE process. This systematic evaluation allows for updates and design changes while keeping the training both current and relevant for the trainees.
-
