ADDIE - [debashish]

1. The analysis phase is the foundation of the Training development process. In this phase we understand and define the problem, understand the business objective to be achieved, performance and quality related gaps, skill and knowledge gaps, learning or training outcomes, define assessment strategies, and define methods used to measure the effectiveness of the training program. The important deliverables can be Training Needs analysis or a Needs assessment documents.

1.1. Understand and Define the Problem and the business objectives to be achieved

1.2. Analyze if training is the right solution

1.3. Define the desired behavioural changes

1.4. Analyze the performance, skill, knowledge, gaps

1.5. Identify the variables that need to be considered when designing the program

1.6. Define the training success parameters and methods to measure thereof; Define the assessment strategies

1.7. Perform audience analysis

1.8. Understand the technology requirements for design, development, delivery, and tracking of the Training.

2. Analysis

3. Design

3.1. In this phase, the designing and delivery methods of instructional material is decided. The curriculum, lesson plans, terminal and enabling objectives are finalized. The technology to be used to develop the various delivery methods are also finalized. The delivery methods can include online learning, responsive learning, classroom training, tracking the training via LMS etc.

3.1.1. Define the curriculum, terminal objectives and the enabling objectives

3.1.2. Freeze on the technology to be used for development and deployment of the training materials.

3.1.3. Onboard the development and the deployment (LMS) teams

3.1.4. Build the storyboard and prototype of the training and test if the solution is acceptable to stakeholders and learners.

3.1.5. Prepare the evaluation parameters of the courses which can be Kirkpatrick 4 levels of evaluation.

3.1.6. Detailed Project Plan with schedule to be sent to stakeholders.

4. Implementation

4.1. During this stage the training is rolled out.

4.1.1. Organize Train-the-Trainer sessions to train them on "how to" use the training product and demonstrate the learning system.

4.1.2. Allocate the courses to the learners via LMS or any other tracking tool.

4.1.3. Stakeholders and learners are informed that the courses have been deployed and training has started.

5. Development

5.1. In this phase, the final deliverable is developed. The deliverable can be instructor-led- training materials, web-based training materials, mobile learning, simulations, Virtual Reality, augmented reality, Assessments, job-aids etc.

5.1.1. The storyboard of each lesson is developed using the required technology. For example, a web-based course may have components like simulation, interactivity, Knowledge checks, simulations and assessment.

5.1.2. Each deliverable is tested

5.1.3. Uploading the learning assets on Learning Management System (LMS) for tracking and reporting

5.1.4. Build the KrickPatrick Level 1 survey questions for every lesson or activity completed.

5.1.5. All graphics, user interaction elements, user interfaces, interactive, audio, video elements are developed and integrated into the course.

6. Evaluation

6.1. In this stage the Krickpatrick 4 methods of evaluation is rolled out.

6.1.1. Level 1 - Reaction: The feedback on the instructional material is collected from the learners. This feedback helps to understand if the course was useful to the learners and if any improvement needs to made.

6.1.2. Level 2 - Knowledge: The learners take the assessment. This helps the course designers to understand how much information was effectively absorbed or retained by the learner.

6.1.3. Level 3 - Behaviour: Helps to quantitatively measure the change in behaviour or if the desired behaviour is being demonstrated.

6.1.4. Level 4 - Results: Measures if the training has been able to achieve the business goals.