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ADDIE Model for Instructional Design by Operational Excellence Consulting

Developed by the Florida State University, the ADDIE Model is a systematic approach used by instructional designers and content developers to create instructional course materials.

Comprising five simple phases - Analyze, Design, Develop, Implement and Evaluate, the model has been adopted as the standard method by many instructional designers because of its flexibility.

The ADDIE model represents a lean, dynamic, flexible guideline for building effective training and performance support tools. The model helps to save time and money by catching problems while they are still easy to fix.

CONTENTS

1. What is Instructional Design
2. Overview of the ADDIE Model
3. The Five Phases of ADDIE for Instructional Design
(a) Analyze
(b) Design
(c) Develop
(d) Implement
(e) Evaluate

You may also be interested in the following related documents:
1. Training Needs Analysis
2. Kirkpatrick Model for Evaluating Training Programs

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ADDIE Model for Instructional Design by Operational Excellence Consulting

  1. 1. © Operational Excellence Consulting. All rights reserved. © Operational Excellence Consulting. All rights reserved.
  2. 2. © Operational Excellence Consulting. All rights reserved. 2 Learning Objectives 1. Understand the meaning of instructional design 2. Obtain an overview of the ADDIE model 3. Acquire detailed knowledge on the five-step ADDIE process for instructional design
  3. 3. © Operational Excellence Consulting. All rights reserved. 3 Contents  What is Instructional Design  Overview of the ADDIE Model  The Five Phases of ADDIE for Instructional Design 1. Analyze 2. Design 3. Develop 4. Implement 5. Evaluate NOTE: This is a PARTIAL PREVIEW. To download the complete presentation, please visit: http://www.oeconsulting.com.sg
  4. 4. © Operational Excellence Consulting. All rights reserved. 4 What is Instructional Design  Instructional Design is the systematic process by which instructional materials are designed, developed, and delivered  Instructional Design is the entire process of analysis of learning needs and goals and the development of a delivery system to meet those needs  It includes development of instructional materials and activities; and tryout and evaluation of all instruction and learner activities
  5. 5. © Operational Excellence Consulting. All rights reserved. 5 Difference Between Instructional Design, Instructional Science, and Instructional Technology Instructional Design Instructional Science Instructional Technology is based onuses Planning and creation of materials used to provide knowledge to learners Tools or technologies used to aid learning Knowledge about instruction and learning Source: Dr. Joel Gardner
  6. 6. © Operational Excellence Consulting. All rights reserved. 6 Key Elements of Instructional Design 1. There is a genuine need for learning 2. The learning events are well designed 3. Quality learning materials are developed 4. Learning events are implemented using the appropriate strategies and approaches 5. Learning events are evaluated to ensure learning has actually taken place
  7. 7. © Operational Excellence Consulting. All rights reserved. 7 Instructional Designer Competencies 1 2 3 4 Professional Foundation Planning & Analysis Design & Development Implementation & Management
  8. 8. © Operational Excellence Consulting. All rights reserved. 8 Three Domains of Learning Cognitive AffectivePsychomotor Mental skills where the brain must be used to perform intellectual tasks (Knowledge) Physical skills such as movement, coordination, manipulation, dexterity, grace, actions, etc. (Skills) Described as "coming from the heart," - knowing is nothing if there is no will to act on it (Attitude)
  9. 9. © Operational Excellence Consulting. All rights reserved. 9 Andragogy vs. Pedagogy Andragogy (Adult Learning) Pedagogy (Student Learning) Learners are called “participants” or “learners” Learners are called “students” Independent learning style Dependent learning style Objectives are flexible Objectives are predetermined and inflexible It is assumed that the learners have experience to contribute It is assumed that the learners are inexperienced and/or uninformed Active training methods are used Passive training methods, such as lecture, are used Learners influence timing and pace Trainer controls timing and pace Participant involvement is vital Participants contribute little to the experience Learning is real-life problem-centered Learning is content-centered Participants are seen as primary resources for ideas and examples Trainer is seen as the primary resource who provides ideas and examples Source : “The Modern Practice of Adult Education”, by Malcolm Knowles
  10. 10. © Operational Excellence Consulting. All rights reserved. 10 The ADDIE Model  The ADDIE model was developed by the Florida State University in 1975 and has evolved over time  The ADDIE Model is an approach used by instructional designers and content developers to create instructional course materials  The model has been adopted as the standard method by many instructional designers because of its flexibility
  11. 11. © Operational Excellence Consulting. All rights reserved. 11 ADDIE Model  The ADDIE model represents a lean, dynamic, flexible guideline for building effective training and performance support tools  The model helps to save time and money by catching problems while they are still easy to fix
  12. 12. © Operational Excellence Consulting. All rights reserved. 12 ADDIE Model is a systematic instructional design model comprising five phases Evaluate Analyze Design Develop Implement
  13. 13. © Operational Excellence Consulting. All rights reserved. 13 Description of the ADDIE Model Components DESCRIPTION  Review learning objectives and establish learning outcomes and organizational context with the target audience to meet their learning needs.  Design customized contents for the target audience to achieve the desired outcomes.  Develop courseware using effective training methodologies and activities to meet learning objectives.  Provide pre- and post-course administrative/logistics support. Manage the conduct of course, including provision of conducive learning environment for optimal learning.  Assess training effectiveness and impact; feedback is ploughed back for course improvement or management decision and follow-up actions, where applicable. Analyze Design Develop Implement Evaluate
  14. 14. © Operational Excellence Consulting. All rights reserved. 14 The Five Phases of ADDIE Analyze Design Develop Implement Evaluate Objective Identify the problem and the learning requirements Define the learning objectives and the instructional strategies Develop and validate the learning resources Prepare the learning environment and implement the learning solution Assess the effectiveness of the course instructions Activities  Identify the problem  Conduct learning needs analysis  Finalize learning requirements  Define course purpose and learning objectives  Plan course structure and contents  Plan instructional strategy  Develop course materials  Develop learning activities  Finalize course materials  Pilot course in actual learning environment  Assess adequacy and refine instructions  Release and maintain course  Assess learning effectiveness  Interpret course evaluation results  Improve instructional strategy and course materials
  15. 15. © Operational Excellence Consulting. All rights reserved. 15 Phase 1 – Analyze Objective: Identify the problem and the learning requirements
  16. 16. © Operational Excellence Consulting. All rights reserved. 16 1.1 Identify the Problem  Review current performance - Review current performance indices (e.g. cost of labor, quantity of outputs, quality of outputs, waste, turnaround times, customer satisfaction levels, etc.), tests, survey, self-assessments, interviews, customer feedback, etc. - Define the future state performance
  17. 17. © Operational Excellence Consulting. All rights reserved. 17 1.1 Identify the Problem  Identify the problem - What is the performance gap? (the difference between the future state and current state performance) - Define the problem statement  Validate problem statement with stakeholders Desired Ability Current Ability Performance Gap
  18. 18. © Operational Excellence Consulting. All rights reserved. 18 1.2 Conduct Learning Needs Analysis  Conduct a learning needs analysis. Consider the following: - Organizational analysis - Person analysis - Job/task analysis What is the Context? Who Needs the Training? What Do They Need Training In? Organizational Analysis Task Analysis Person Analysis
  19. 19. © Operational Excellence Consulting. All rights reserved. 19 1.2 Conduct Learning Needs Analysis  Analyze the task and identify the knowledge, skill, attitude and behavior required for superior or effective performance - What tasks should be trained? - What knowledge, skills, ability, or other characteristics are necessary?
  20. 20. © Operational Excellence Consulting. All rights reserved. 20 1.3 Finalize the Learning Requirements  Identify the profile of the learners who will undergo the course. Considerations may include: - Target audience (e.g. function, level of employees, designation) - Ages - Past knowledge levels - Experiences - Interests - Cultural background
  21. 21. © Operational Excellence Consulting. All rights reserved. 21 1.3 Finalize the Learning Requirements  Identify the desired learning outcomes to be achieved in terms of knowledge, skill, attitude and behavior  Develop a project management plan for the instructional design project
  22. 22. © Operational Excellence Consulting. All rights reserved. 22 Analyze Phase Deliverables 1. Problem statement 2. Task list 3. Learner profile 4. Project management plan 5. Statement of constraints
  23. 23. © Operational Excellence Consulting. All rights reserved. About Operational Excellence Consulting
  24. 24. © Operational Excellence Consulting. All rights reserved. 24 About Operational Excellence Consulting  Operational Excellence Consulting is a management training and consulting firm that assists organizations in improving business performance and effectiveness.  The firm’s mission is to create business value for organizations through innovative operational excellence management training and consulting solutions.  OEC takes a unique “beyond the tools” approach to enable clients develop internal capabilities and cultural transformation to achieve sustainable world-class excellence and competitive advantage. For more information, please visit www.oeconsulting.com.sg
  25. 25. © Operational Excellence Consulting. All rights reserved. END OF PREVIEW To download this presentation, please visit: www.oeconsulting.com.sg
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Developed by the Florida State University, the ADDIE Model is a systematic approach used by instructional designers and content developers to create instructional course materials. Comprising five simple phases - Analyze, Design, Develop, Implement and Evaluate, the model has been adopted as the standard method by many instructional designers because of its flexibility. The ADDIE model represents a lean, dynamic, flexible guideline for building effective training and performance support tools. The model helps to save time and money by catching problems while they are still easy to fix. CONTENTS 1. What is Instructional Design 2. Overview of the ADDIE Model 3. The Five Phases of ADDIE for Instructional Design (a) Analyze (b) Design (c) Develop (d) Implement (e) Evaluate You may also be interested in the following related documents: 1. Training Needs Analysis 2. Kirkpatrick Model for Evaluating Training Programs

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