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The implementation stage reflects the continuous modification of the program to make sure maximum efficiency and positive results are obtained. Here is where IDs strive to redesign, update, and edit the course in order to ensure that it can be delivered effectively. Much of the real work is done here as IDs and students work hand in hand to train on new tools, so that the design can be continuously evaluated for further improvement. No project should run its course in isolation, and in the absence of proper evaluation from the IDs.
How to implement the ADDIE training model
This includes the number of training hours, duration, required budget, facilities, and additional information. The ADDIE analysis phase is your foundation, so you want to get it right. Some Instructional Designers create a simple bulleted outline or mind map, but the most common type of outlines is a storyboard.
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For a comprehensive list of other design models, read our blog post 18 Influential Instructional Design Models & Theories. ADDIE is a five-step process that offers a guide to determining learning goals, assessing training and education materials, developing and deploying assets and materials and then evaluating the results. Dr. Ruben Puentedura is the Founder and President of Hippasus, a consulting firm based in Western Massachusetts, focusing on transformative applications of information technologies to education. He has implemented these approaches for over twenty-five years at a range of K-20 educational institutions, as well as health and arts organizations. His current work explores new directions in mobile computing, digital storytelling, learning analytics, and educational gaming, focusing on applications in areas where they have not been traditionally employed.
Involve stakeholders early
Depending on the choices made in the analysis phase, you can use different methods for training evaluation. These can include training evaluation forms and pre-and post-training assessments, potentially with a control group. Commonly used instruments are questionnaires, interviews, observations, knowledge assessments, work assessments, 360-degree feedback, and work output data. In most cases, courses are uploaded to an LMS, with pre-set delivery options including who is enrolled, pass rates, and collection of feedback, as well as delivery, tracking, and reporting. The ADDIE model gives lots of places for stakeholders to have their say in the planning process. Encouraging collaboration from initial analysis to final evaluation, the model ensures that the perspectives and expertise of various stakeholders are considered.
Instructional Design Knowledge for All
The final step is to develop a communication strategy to reinforce the importance of learning to your audience. How can you help them prioritize this at work while managing their main job responsibilities? Creating a clear communication strategy will make the learning top-of-mind and help to create more impact. Although it is considered a leading learning development model, there are multiple advantages and disadvantages of the ADDIE model, as with all models. This is also the phase where the project manager ensures that the books, hands on equipment, tools, CD-ROMs and software are in place, and that the learning application or Web site is functional. People have different stories about the origins of the “ADDIE model”.
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It’s as versatile for in-person learning as remote and hybrid learning. Knowledge of proven ID principles will help you create effective training and educational materials regardless of your chosen evaluation model. The five phases of the ADDIE model are designed to help guide you (and your team) through the course design process. Essentially, it’s a roadmap for building training that ensures learners meet specific objectives. New designers have a tendency to want to jump directly into development (I totally get it; that’s the fun part!), but it’s important to understand the bigger picture before making that leap. This places a significant burden on instructional design and producing learning and development courses with tangible results.
The instructional designers should evaluate every step to ensure that the objectives are achieved by the instructional design and material. The two types of evaluation are formative evaluation and summative evaluation. Formative evaluation is the internal evaluation conducted at every stage of the ADDIE model to assess the team’s continued progress and to revise ongoing project processes. The summative evaluation provides a true understanding of the real value of the design, as the focus is on the outcome of the educational program. The summative evaluation includes tests developed to assess domain standard reference items, the objectives of the educational program, and learners’ feedback. Summative evaluation is beneficial for obtaining an understanding of the learners’ outcomes and the effectiveness of design components, once the course is completed (Dick & Carey, 2004).
During the implementation phase, instructional designers hand off their materials to the instructors who will actually be teaching the course. In this way, you can bring the instructors up to speed on the materials to give them the best chance of transmitting them effectively. The ADDIE model provides a well-defined and systematic framework for designing and developing learning experiences. By breaking down the process into distinct phases, it guides instructional designers, educators, and trainers through a structured sequence of steps.
ADDIE model example – Corporate Training
Training the educators before the start of the course will help increase their understanding and awareness of the content and materials. It is imperative that the learners have access to the essential materials, tools, and knowledge, so that they may contribute more effectively to group discussions and activities. The learners should be familiar with the information presented in the course, in order to ensure the expansion of knowledge and skillsets, learning, and growth.
If the program is going to be shelved, you can still record these improvements so that when the same (or a similar) program is used in the future, these learnings are not lost. The implementation stage focuses on the delivery of the training and project management. This includes communicating with learners, logistics, data collection, and training trainers for global roll-outs of the learning program.
It completely depends on the process you prefer and the type of instructional design program that you are working within. Instructional designers are responsible for all elements of building new course content. With so many components involved in the design of a successful course, designers needed a way to effectively build and measure how to do so consistently. Over the years, it has morphed from a linear approach to a more circular approach, as instructional designers have begun creating iterations of their courses.
Conduct pilots and product reviews where different people (including you) test the learning product and training materials. You may want to use web-based tools like Survey Monkey or Qualtrics for users to evaluate the training. ADDIE helps identify the learning need in a structured way and ensures all learning activities serve that goal, which offers an integrated approach to learning. It also guides measuring learning effectiveness because job behaviors, knowledge, and skills are clearly defined within the framework. Beyond that, however, the ADDIE model implementation phase is an excellent opportunity to see how learners actually receive the materials.
Any instructional designers or corporate trainers who understand the ADDIE model have an advantage in adopting and adapting other models to meet their learners’ instructional needs. This stage determines all goals, tools to be used to gauge performance, various tests, subject matter analysis, planning and resources. In the design phase, the focus is on learning objectives, content, subject matter analysis, exercise, lesson planning, assessment instruments used and media selection. The ADDIE model was developed by the Center for Educational Technology at Florida State University for the U.S.
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