Question

Fundamentals Of Human Resource Management - Summarize how you would implement the ADDIE model in a training department. Be specific. Start with a description of the company and why there is a training initiative. Then apply each step of the ADDIE process. Include the advantages and disadvantages of using the ADDIE process for this specific training application.

Answer 1

Summarize how you would implement the ADDIE model in a training department.

If I were implementing the ADDIE model in a training department, I would follow the following process:

1. Perform analysis for the specific training need.

2. Set learning objectives to guide my training program that creates a “motivational learning environment” (Dessler, 2019) for the learners.

3. Design my training program and materials. My training materials may include on-the-job training, lectures, online training, diversity training, and team training.

4. Implement my training module focused on my intended audience/group. This may consist of job rotation, role-playing, or coaching.

5. Lastly, evaluate the training program. This includes capturing the reactions, test outcomes, behaviors, and overall results of the training. Measuring the training with these key indicators will allow the training to be revised, if needed.

Start with a description of the company and why there is a training initiative. Then apply each step of the ADDIE process.

The employer should use a rational training process. The gold standard here is still the analysis-design-develop-implement-evaluate (ADDIE) training process model that training experts have used for years. As an example, one training vendor describes its training process as follows:

Analyze the training need.

• Performance Analysis: Analyzing Current Employees’ Training Needs

Design the overall training program.

• Set Learning Objectives
• Create a Motivational Learning Environment

Develop the course (actually assembling/creating the training materials).

• On-the-Job Training
• Apprenticeship Training
• Informal Learning
• Lectures
• Programmed Learning
• Behavior Modeling
• Videoconferencing
• Electronic Performance Support Systems (EPSS)
  • Job aids are sets of instructions, diagrams, or similar methods available at the job site to guide the worker. Job aids work particularly well on complex jobs that require multiple steps, or where it’s dangerous to forget a step.
• Computer-Based Training (CBT)
• Online Based Training
  • Virtual Classrooms
  • Learning Portals
• Team Training
• Diversity Training
• Literacy Training

Implement training, by actually training the targeted employee group using methods such as on-the-job or online training.

• Management development is any attempt to improve managerial performance by imparting knowledge, changing attitudes, or increasing skills. It includes in-house programs like courses, coaching, and rotational assignments; professional programs like those from SHRM; online programs from various sources; and university executive MBAs.
• Management development is important. For one thing, promotion from within is a major source of management talent, and virtually all promoted managers require some development to prepare for their new jobs. Furthermore, management development facilitates organizational continuity by preparing employees and current managers to smoothly assume higher-level positions.
• Examples:
  • Succession Planning
  • Job Rotation
  • Coaching
  • Action Learning
  • Outside Seminars
  • Role-Playing

Evaluate the course’s effectiveness.

• Reaction: Evaluate trainees’ reactions to the program. Did they like the program? Did they think it worthwhile?
• Learning: Test the trainees to determine whether they learned the principles, skills, and facts they were supposed to learn.
• Behavior: Ask whether the trainees’ on-the-job behavior changed because of the training program. For example, are employees in the store’s complaint department more courteous toward disgruntled customers?
• Results: Most important, ask, “What results did we achieve, in terms of the training objectives previously set?” For example, did the number of customer complaints diminish?

Include the advantages and disadvantages of using the ADDIE process for this specific training application.

The ADDIE training module is known for the “gold standard” for training and has been used for manyyears. The ADDIE training module consists of:

• Analyzing the training need;
• Designing the overall training program;
• Developing the course (actually assembling/creating the training materials);
• Implementing training, by actually training the targeted employee group using methods such as on-the-job or online training; and
• Evaluating the course’s effectiveness.

As with any module, the ADDIE module has many advantages and disadvantages, which are explained below:

Advantages:

• Provides learning opportunities for online and face-to-face training facilitation.
• The evaluation process allows companies to determine what the gaps are in the learning. This allows the company to pinpoint the areas that need further training.
• The ADDIE training model is one of the longest-lasting models, which first appeared in 1975. Due to the history and longevity, a significant amount of companies uses theADDIE module for training.

Disadvantages:

• Unrealistic expectations of knowing exactly what the need is in the development phase.
• Could be restrictive with content creation. The ADDIE module can create a box that is hard to deviate from, which can hinder the creative process.
• Behavioral changes are not the focus or fail to be addressed.

PLEASE LEAVE A LIKE. IT REALLY HELPS ME A LOT. THANK YOU!!!