ADDIE ModelADDIE ModelAlaa YoussefAlaa Youssef

Professional Human ResourcesProfessional Human Resources

Addie Training ModelAddie Training Model A = Analysis

D = Design

D = Development

I = Implementation

E = Evaluation

Analyzing Training NeedsAnalyzing Training Needs

OrganizationalOrganizationalEntire organization, single division or departmentEntire organization, single division or departmentAt this level you prepare for future needAt this level you prepare for future need

Job/TaskJob/TaskSingle job categorySingle job categoryIndicated by low productivity Indicated by low productivity

IndividualIndividualIndividual employeeIndividual employeeIndicated by poor review or employee assistance Indicated by poor review or employee assistance requestrequest

Step 1. Analysis Step 1. Analysis Training Needs Assessment ModelTraining Needs Assessment Model

Identify Goal

Gather/Analyze Data

Identify GoalIdentify Performance Gap

Identify Instructional Goals

Evaluate Options/Estimate Budget and Timing

Present Proposal

Training Problem?

If noRefer

Back to Manager

Propose Solutions

During this Step Make During this Step Make Sure to Think About:Sure to Think About:

Should the program be created internally, from a Should the program be created internally, from a prepackaged training program, or outsourced? prepackaged training program, or outsourced?

What factors do you think you should consider in What factors do you think you should consider in making this decision?making this decision?

Size of the organizationSize of the organizationTraining expertise and Availability of in-house trainersTraining expertise and Availability of in-house trainersUniqueness of the subject matterUniqueness of the subject matterAvailability and costs of prepackaged program or external Availability and costs of prepackaged program or external consultantconsultant

Think About itThink About itWould you internally train, use prepackaged Would you internally train, use prepackaged programs, or outsource for the following programs, or outsource for the following topics:topics:

Sexual Harassment (WHY?) Sexual Harassment (WHY?) Technical training on a manufacturing line (WHY?)Technical training on a manufacturing line (WHY?)

Step 2. DesignStep 2. Design1. Compile task inventory if training is for technical skill1. Compile task inventory if training is for technical skill

2. Identify Target Audience2. Identify Target AudienceLearning Styles: Visual, Auditory, KinestheticLearning Styles: Visual, Auditory, Kinesthetic

3. Identify and talk with Stakeholders3. Identify and talk with Stakeholders

4. Develop Training Objectives4. Develop Training Objectives

5. Develop course Content5. Develop course ContentConsider Learning CurvesConsider Learning Curves

6. Develop Evaluation Criteria6. Develop Evaluation Criteria

Think About It:Think About It:

Think of this class, Training and Think of this class, Training and Organizational Development as a prolonged Organizational Development as a prolonged training program. Can you think of a training training program. Can you think of a training objective for this class. Remember be objective for this class. Remember be SPECIFIC!!!SPECIFIC!!!

Step 3. DevelopmentStep 3. DevelopmentDecide on the Training MaterialsDecide on the Training Materials

Leader guides, Manuals, HandoutsLeader guides, Manuals, Handouts

Decide on Media UseDecide on Media UseComputer, Television, DVD player, etc.Computer, Television, DVD player, etc.

Instructional MethodsInstructional MethodsActive (Facilitation, Case Studies, Simulations, Vestibule, Active (Facilitation, Case Studies, Simulations, Vestibule, Socratic Seminar)Socratic Seminar)Passive (Lecture, Presentation, Conference)Passive (Lecture, Presentation, Conference)Experiential (Demonstration, One-on-One, Performance)Experiential (Demonstration, One-on-One, Performance)

What type ofWhat type of training instructional method would you training instructional method would you use in these circumstances: Passive, Active, use in these circumstances: Passive, Active,

Experiential?Experiential?

You want to have a training program that helps employees You want to have a training program that helps employees build stronger analytical and problem solving skills.build stronger analytical and problem solving skills.

You want to have a training program that will help You want to have a training program that will help employees in the human resource department with the employees in the human resource department with the newly installed HRIS software.newly installed HRIS software.

You want to have a training program for hundreds of You want to have a training program for hundreds of employee on new organizational policies and procedures.employee on new organizational policies and procedures.

THINK ABOUT IT

Program Delivery MechanismsProgram Delivery Mechanisms

ClassroomClassroom

Self-StudySelf-Study

Programmed instructionProgrammed instruction

E-learningE-learning

What Program Delivery Mechanism would you use?What Program Delivery Mechanism would you use?(Classroom, Self-Study, Programmed instruction, (Classroom, Self-Study, Programmed instruction,

or E-learning)or E-learning)Jenny worked for years with OSHA compliance. However, after a long leave of Jenny worked for years with OSHA compliance. However, after a long leave of absence from the workforce she has returned as a safety manager to your absence from the workforce she has returned as a safety manager to your organization. You want her to refresh her knowledge of OSHA laws and be organization. You want her to refresh her knowledge of OSHA laws and be brought up to speed on some new laws.brought up to speed on some new laws.

As an HR representative at an adhesives research company you are responsible As an HR representative at an adhesives research company you are responsible for delivering orientation to small groups of new hires. You are instructed to make for delivering orientation to small groups of new hires. You are instructed to make them feel comfortable while telling them of organizational policies and procedures.them feel comfortable while telling them of organizational policies and procedures.

You work in a extremely fast paced technology firm where employees receive little You work in a extremely fast paced technology firm where employees receive little direction and are responsible for their own work. The turnover is extremely high, direction and are responsible for their own work. The turnover is extremely high, therefore there is a constant stream of new employees.therefore there is a constant stream of new employees.

THINK ABOUT IT:

Step 4. ImplementationStep 4. ImplementationFacilityFacility

Depends on type of training, number of participants, and budgetDepends on type of training, number of participants, and budgetOnsite or offsiteOnsite or offsiteTheater-style, classroom style, banquet-style, chevron style, conference Theater-style, classroom style, banquet-style, chevron style, conference style, u-shaped style seatingstyle, u-shaped style seating

TrainersTrainersSkills, knowledge, and/or abilities with training materialSkills, knowledge, and/or abilities with training material

ScheduleScheduleFeasibility of shutting down operations, employee availability, trainer Feasibility of shutting down operations, employee availability, trainer availability, multiple sessionsavailability, multiple sessions

Arrange for delivery Arrange for delivery Training materials, needed media productsTraining materials, needed media products

If offsiteIf offsiteEnsure everyone has a rideEnsure everyone has a rideAll expenses have been paidAll expenses have been paid

What would you do (onsite vs. offsite training)?• The organization for which you are trainer is currently not to doing to well financially. The only onsite training facility is directly across from the work plant, and it is extremely noisy and distracting. Recently you accidentally overheard a conversation between the vice president of HR and Budget management about how they feel that you are a drain on HRs’ budget. The training material that you are to present is extremely important and needs to be clearly understood. What would you do, would just deal with the noise of the plant or would you argue for more money? If so, what points would you argue?

THINK ABOUT IT

Final Step!!!!! EvaluationFinal Step!!!!! Evaluation

Goals/Outcomes of Training Goals/Outcomes of Training

Transfer of Training

Productivity/Efficiency Employee Knowledge Safety/Quality

How do you evaluate these training outcomes????

Common Models of Training Common Models of Training EvaluationEvaluation

Donald Kirkpatrick 4 levels of training evaluations in US Training and Donald Kirkpatrick 4 levels of training evaluations in US Training and Development Journal:Development Journal:

Reaction Evaluation MethodReaction Evaluation Method Survey (provides trainer feedback not organizational impact)Survey (provides trainer feedback not organizational impact)

Learning Evaluation MethodLearning Evaluation Method Test (provides effectiveness of training info. but no feedback)Test (provides effectiveness of training info. but no feedback) Experimental design: Pre-test/post-test, Post-test/control groupExperimental design: Pre-test/post-test, Post-test/control group

Behavior Evaluation MethodBehavior Evaluation Method Observations, interviews, or surveys 6 wks-6months laterObservations, interviews, or surveys 6 wks-6months later Provides info. if new skills were transferred to jobProvides info. if new skills were transferred to job

Results Evaluation MethodResults Evaluation Method Impact on businessImpact on business Compares objective statements (turnover, sales, costs)Compares objective statements (turnover, sales, costs)

Training Evaluation MetricsTraining Evaluation MetricsCost-Benefit AnalysisCost-Benefit Analysis

Typical CostsTypical Costs Typical Benefits Typical Benefits

-Trainer’s salary and time

-Trainee’s salary and time

-Material for training

-Expenses for trainer and trainees

-Cost of facilities and equipment

-Lost productivity

-Trainer’s salary and time

-Trainee’s salary and time

-Material for training

-Expenses for trainer and trainees

-Cost of facilities and equipment

-Lost productivity

-Increase in production

-Reduction in errors and accidents

-Reduction in turnover

-Less supervision necessary

-Ability to use new capabilities

-Attitude change

BenchmarkingBenchmarkingGather training data from your Gather training data from your organization (performance data, organization (performance data, sales, efficiency, etc)sales, efficiency, etc)

Gather training data on similar Gather training data on similar organization (ASTD, or American organization (ASTD, or American Productivity & Quality Center and Productivity & Quality Center and the Saratoga Institute)the Saratoga Institute)

What type of Kirkpatrick’s evaluation methods What type of Kirkpatrick’s evaluation methods would you use?would you use?

You work for organization whose upper management does not see the benefit in You work for organization whose upper management does not see the benefit in having training programs other than the initial orientation. You finally convinced them having training programs other than the initial orientation. You finally convinced them to give you resources to create an interview training program for managers. to give you resources to create an interview training program for managers.

The HR department has become somewhat fearful that departmental hiring managers The HR department has become somewhat fearful that departmental hiring managers will violate some employment laws. Therefore, you are instructed to put together a will violate some employment laws. Therefore, you are instructed to put together a training program for managers on basic human resources employment law. Be sure training program for managers on basic human resources employment law. Be sure that they walk away knowing the laws, otherwise there might be some lawsuits!!that they walk away knowing the laws, otherwise there might be some lawsuits!!

You have just completed a brand new training program aimed at decreasing You have just completed a brand new training program aimed at decreasing unnecessary work steps for a production line. You want to pilot test the program, so unnecessary work steps for a production line. You want to pilot test the program, so you recruit a few employees from the line and a couple of their managers to go you recruit a few employees from the line and a couple of their managers to go through the trainingthrough the training..

THINK ABOUT IT

(Reaction Eval. Method, Learning Eval. Method, Behavior Eval. Method, or Results Eval. Method)

THANK YOUTHANK YOUAlaa Youssef Alaa Youssef

Professional Human ResourcesProfessional Human Resources

Hilton WorldwideHilton WorldwideFeel free to contact me on phone or mail for any support or inquiryFeel free to contact me on phone or mail for any support or inquiry

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