TRAINING OVERVIEW; ADDIE MODEL; ANALYSIS & DESIGN Assignment Overview Overview of the Assignment that spans into four sections. Subsequent assignments will be requested once the first assignment is submitted: This will be four separate assignments and combined into one large project. You will practice what you have learned by planning a training program from scratch following the ADDIE model. You are the instructional designer for the course; the actual course will be taught by one of your field supervisors. Section 1Analysis and Design (four pages) Section 2Development will be requested later Section 3Implementation will be requested later Section 4Evaluation (will be requested later) Having the prior sections all in one paper will show how the phases build upon each other and also will make the paper easier to write and review. Only the section due for a specific module will be graded in that module (the prior sections were graded previously in their respective dropboxes). Select one of the training topics listed below and carry it through the five ADDIE steps, (The ADDIE steps are explained in the Gardner videos presented in the Background links or attachments): a. Dinner etiquette for job interviews. You will be the Instructional Designer writing an ADDIE plan to train 10 job coaches who coach trainees who just finished 4-year business degrees. The trainees are traditional college age, never interviewed before, and have fast food, eat in your car manners. b. How to clean a motel room. You will be the Instructional Designer writing an ADDIE plan to train 10 motel supervisors to conduct ongoing training for new employees who are working from the ground up in the hospitality industry. These new housekeeping employees have never cleaned motel rooms before. c. How to change oil in an automobile. You will be the Instructional Designer writing an ADDIE plan to training 10 drivers training teachers who conduct summer drivers training for 3 groups of trainees (4 in each group). The trainees know very little about vehicles and engines. d. Skills for a successful online undergrad student. You will be the Instructional Designer writing an ADDIE plan to train admission supervisors who will train 5-8 students on a sporadic basis. These students have never taken a college course of any type and have little to no computer or writing skills. Assignment For this assignment follow the Analysis and the Design phases and sub-steps of the ADDIE model, step by step. Cover everything in detail. Be as specific as possible. If there is unknown information, make logical assumptions for information needed and include a section in your paper showing the assumptions you made. Bring in at least one source found outside of your course materials to help build your paper (be sure to cite sources). Phase: Analysis a. Instructional Goals: Clearly define what the training topic and parameters need to be. b. Instructional Analysis: Provide all the steps learners need to follow to complete the task. c. Learner Analysis: What do you know about the learners? Also, what do you still need to know about them? How will you find out? d. Learning Objectives: Phase: Design a. Design assessments b. Choose a course format c. Create an instructional strategy BACKGROUND https://trainingindustry.com/wiki/content-development/addie-model/ https://www.bethkanter.org/training-addie/ For years, employee training was viewed as a necessary evilsomething unpleasant but needed. However, with time it was realized that training could be used to the advantage of the company. When used effectively, training provides the employee with skill and knowledge in relation to the job tasks, which then creates a competitive advantage for the company. Training is generally defined as the act of teaching a skill or behavior. However, what does this mean in business terms? Simply put, training in business is the investment of resources in the employees of a company so that they are better equipped to perform the tasks of their job. The type of resources invested may include time to learn, money to create programs and develop training materials, training effectiveness evaluation systems, and so forth. There are many training methods from which a company may choose; these will be covered in the Training Methods section below. Benefits of training Training can be a source of a competitive advantage for a company. The primary benefit to the company is the result of an accumulation of smaller benefits. Training provides greater skill and knowledge to the employees, which translate into any number of improved job performances. Many employers are convinced that providing employees with training will result in increased profitsthe improved performance or error reduction of the employees results in cost reduction for the company. The company is not the only beneficiary of employee training, however, the employee benefits quite a bit as well. The well-trained employee creates an advantage for him or herself. By attending training sessions, employees can deepen their existing skill set, increase their overall skill set and increase their understanding of the organization. Additionally, the trained employee becomes more marketable in the event that he or she searches for another jobas we all know, more and better skills will often lead to better or higher paying jobs. These are not the only benefits that the company and employee enjoy as a result of utilizing a companys training systems. Below is a list of other benefits that both may enjoy: increased job satisfaction and morale among employees increased employee motivation increased efficiencies in processes, resulting in financial gain increased capacity to adopt new technologies and methods increased innovation in strategies and products reduced employee turnover enhanced company image, e.g. conducting ethics training (note that this is not a good reason for ethics training!) risk management, e.g. training about sexual harassment, diversity training (Duening & Ivancevich, 2003) Training in the context of global business When examining the need for and type of training in the context of global/international business, training becomes even more necessary. The training of an employee who will be working in a country other than his or her own can be broken into three segmentspre-departure, on-site, and repatriation. The pre-departure training consists of formal language training, training with respect to the local culture (culture sensitivity), education about the country (history, geography, government, etc.), and education about the companys operation in the foreign country. Such training allows for easier assimilation of the employee into the country and the companys office there. Once on site, training takes the shape of training at any other branch of the company. When the employee abroad returns to his or her home country it is equally important that the company offer some form of repatriation program. Such programs are designed to reduce culture shock upon return and to integrate the experience abroad into the employees overall career plans and development. These programs are often most effectively carried out through mentor programs (Asheghian & Ebrahimi, 2005). Training Aligned with Business Strategies Aligning learning and development efforts with the business strategies of the organization is one of the key drivers of training and development success. Click on the video below to listen to comments made by some of the top T & D professionals in some well-established organizations. d’Vinci Interactive. (2015, November 30). Connecting learning and development to business strategy [Video file]. Retrieved from https://www.youtube.com/watch?v=nFcfhL_yBPA. Standard YouTube license. Training Program Framework Development As you can see, it is important that training and development goals and programs closely align with organizational strategic goals. What is needed is a complete process to determine needs, develop training, and evaluate outcomes. The following visual creates a training framework that will help guide you as you set up a training program. It very closely aligns with the ADDIE model discussed below. When developing your training plan, there are a number of considerations. Training is something that should be planned and developed in advance. Some of the many considerations for developing a training program are as follows: Needs assessment and learning objectives. This part of the framework development asks you to consider what kind of training is needed in your organization. Once you have determined the training needed, you can set learning objectives to measure at the end of the training. Consideration of learning styles. Making sure to teach to a variety of learning styles is important to development of training programs. Delivery mode. What is the best way to get your message across? Is web-based training more appropriate, or should mentoring be used? Can vestibule training be used for a portion of the training while job shadowing be used for some of the training, too? Most training programs will include a variety of delivery methods. Budget. How much money do you have to spend on this training? Delivery style. Will the training be self-paced or instructor led? What kinds of discussions and interactivity can be developed in conjunction with this training? Audience. Who will be part of this training? Do you have a mix of roles, such as accounting people and marketing people? What are the job responsibilities of these individuals, and how can you make the training relevant to their individual jobs? Content. What needs to be taught? How will you sequence the information? Timelines. How long will it take to develop the training? Is there a deadline for training to be completed? Communication. How will employees know the training is available to them? Measuring effectiveness of training. How will you know if your training worked? What ways will you use to measure this? In this course we will focus on the ADDIE model, a well-known instructional designer model that can be applied to any type of learning. But before we do that, we should discuss needs assessment. Training Needs Assessment The need for training varies depending on the type of organizationa manufacturing company has different training needs than an insurance firm. But regardless of the type of company being discussed, appropriate training systems can greatly benefit the company. However, how does one decide on a training system? How do we know what training topics to include in training to make the biggest impact? The answer to these questions? It depends on the type of organization that is being discussed as well as what the company wishes to address in the training. The process begins with an assessment of needs. This assessment should be a systematic and objective analysis of the training needs in three main areasorganizational, job, and person. Organizational needs analysis deals mostly with the skills the company is looking for in the labor force. The job needs analysis focuses on the skills that the company views as necessary for a specific position. Then there is the person need analysis, which is directed at identifying which individuals within an organization should receive training (for example, who are not meeting the desired performance requirements or goals. Often these needs arise after a gap is seen in the expected performance compared to the actual performance of the employee. A large gap needs to be addressed and is often dealt with through training or termination. Other reasons for the person issues in regards to training may include training to develop a skill set that is lacking but not affecting performance or that the employee feels a need to develop. Training can also be a part of a newer employees exploration stage, where training can be used to focus the employees interest and development towards a specific area (Kulik, 2004). Specific circumstances may also create the need for training. These circumstances usually occur rather suddenly and infrequently, creating a need for a specific and highly directed training mechanism. Examples of such circumstance are shifts in an organizations ethics (keeping the employees and organization in alignment), new legal requirements, or during states of change within the organization. If a company, regardless of the circumstances surrounding that need, deems training necessary, a method for conducting this training needs to be developed and implemented. A specific example of specific circumstances creating the need for training is international assignment training. Because we work within a global economy, it might be necessary to provide training to employees who are moving overseas or working overseas. Up to 40 percent of international assignments are terminated early because of a lack of international training. Ensuring success overseas is reliant upon the local employees learning how to navigate in the new country. The following topics might be included in this type of training: 1. Cultural differences and similarities 2. Insight and daily living in the country 3. Social norms and etiquette 4. Communication training, such as language skills This training is best delivered by a professional in the region or area in which the employee will be working. The ADDIE Model Once we know what topics are the focus of training we can follow the ADDIE model to develop, carry out and evaluate the training. Click the following link to review what the ADDIE model teaches us. Also, see the blog, How to Think Like an Instructional Designer. Link above Phase 1 of the ADDIE Model: Analysis The first step in the ADDIE model is Analysis, and the second step is Design. In Case 1 you will be completing the Analysis as well as the Design phases on your four-part Case training project. The analysis phase, also called the assessment phase, is where we identify the gap that exists between actual performance and the performance that is needed/desired. If the gap is due to a lack of employee knowledge and skills, then specific training outcomes need to be established to address the training needs. Click the video below for an overview of the Analysis phase. Gardner, J. [jclarkgardner]. (2011, September 25). The ADDIE analysis phase [Video file]. Retrieved from Standard YouTube license. 1. Instructional Goals: clearly define what the training topic and parameters need to be. 2. Instructional Analysis: Provide all the steps learners need to follow to complete the task. 3. Learner Analysis: What do you know about the learners? 4. Learning Objectives: What do you want the learner to be able to do, explain, or demonstrate at the end of the training period? Good learning objectives are performance based and clear, and the end result of the learning objective can be observable or measured in some way. Examples of learning objectives might include the following: At the end of our training session, our trainees should be able to: 1. Explain the company policy on sexual harassment and give examples of sexual harassment. 2. Show the proper way to take a customers order. 3. Perform a variety of customer needs analyses using company software. 4. Understand and utilize the new expense-tracking software. 5. Explain the safety procedure in handling chemicals. 6. Explain the types of communication styles and strategies to effectively deal with each style. 7. Demonstrate ethics when handling customer complaints. 8. Effectively delegate to employees. Once we have our learning objectives set, we can utilize information on learning styles discussed in Module 2 to then determine the best delivery mode for our training. Phase 2 of the ADDIE Model: Design The second phase is design, where we further build upon the learning objectives by a. Designing assessments (determining how we will assess their learning) b. Choose a course formatwill it be classroom training, video training, blended training, or something else? c. Create an instructional strategyLectures? Readings? Activities? Or something else? Click here for a quick look at the Design phase. Gardner, J. [jclarkgardner]. (2011, September 25). The ADDIE design phase [Video file]. Retrieved from Standard YouTube license. Note: The ADDIE phases of development, implementation, and evaluation will be the topics of Case assignments in Modules 2-4.) Module 1 Wrap-Up: In this assighment you had the opportunity to learn about training and how the ADDIE model has become well integrated into best instructional design practices. We also started looking more in detail at the model by focusing on the first two phasesAnalysis and Design. __________________________________________ Sources used to develop this section: Chapter 8: Training and development. In Beginning of Human Resources (). Retrieved from CC BY license. Global Text Project, Business Fundamentals. OpenStax CNX. Aug 16, 2011 https:// CC BY
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