The ADDIE Design Model

Analyze
• Analyze system (department, job, etc.) to gain a complete understanding of it.
• Compile a task inventory of all tasks associated with each job (if needed). Select tasks that need to be trained (needs analysis).
• Build performance measures for the tasks to be trained.
• Choose instructional setting for the tasks to be trained, e.g. classroom, on-the-job, self study, etc.
• Estimate what is going to cost to train the tasks.
Design
• Develop the learning objectives for each task, to include both terminal and enabling objectives.
• Identify and list the learning steps required to perform the task.
• Develop the performance tests to show mastery of the tasks to be trained, e.g. written, hands on, etc. List the entry behaviors that the learner must demonstrate prior to training.
• Sequence and structure the learning objectives, e.g. easy tasks first.
Develop
• List activities that will help the students learn the task.
• Select the delivery method such as tapes, handouts, etc.
• Review existing material so that you do not reinvent the wheel.
• Develop the instructional courseware.
• Synthesize the courseware into a viable training program.
• Validate the instruction to ensure it accomplishes all goals and objectives.
Implement
• Create a management plan for conducting the training.
• Conduct the training.
Evaluate
• Review and evaluate each phase (analyze, design, develop, implement) to ensure it is accomplishing what it is supposed to.
• Perform external evaluations, e.g. observe that the tasks that were trained can actually be performed by the learner on the job.
• Revise training system to make it better.

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