Training & Development
"Training usually refers to the activities that help employees do their current jobs more effectively. Development usually refers to the activities that help employees prepare for the next job opportunity"- Michael Moskowitz
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Moskowitz, M. (2008). A practical guide to training and development. San Francisco, CA: Pfeiffer.
A.D.D.I.E. Model
This model provides clear guidance for a trainer to create a successful new training program. This model can also be used on old trainings to see what changes the trainer can make in order to make an ineffective training become more effective. This model is never-ending. Once the process hits evaluation, it can surely revert back to analyze and continue on. Training programs are like art; they're never finished.
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Analyze
Finding gaps in the knowledge, skills, and abilities of employees, jobs, and the organization.
Design
Creating a program that fits the style and attracts the desired trainees.
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Develop
Assigning material to the program that will improve the knowledge, skills, and abilities of employees.
Implement
Putting the program into action in hopes that it meets expectation and fills the missing gap.
Evaluate
Studying the effects of the program to see how to make it better.
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Analysis
The first step in the model is Analysis. This is when the trainer gathers the necessary information to see what needs employees and the organization have. This part is crucial as it helps the instructor understand what knowledge, skills, or abilities gaps the organization has that need to be solved through the use of a training and development.
During the summer of 2018, I took a course called Training Task Analysis. The purpose of this course was to better understand how to conduct an analysis. Below are two discussions I posted in my course.
Training Task Analysis Discussion
Date Written: May 2018
Takeaways from Training Task Analysis
Date Written: June 2018
Design
In this stage of the A.D.D.I.E. model, the trainer is putting together a blueprint of the training program. This means writing out the objectives of the course and the course content. This could be the powerpoint slides for the course or even a script if the program is set to be recorded.
Development
The development stage is when the trainer starts to create materials that will help with the transfer of knowledge from the training course. This could be anywhere from manuals, documents, or any material that would be beneficial for the trainee to have before, during, or after the training course.
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Before implementation, it is best to pilot the course with some of the stakeholders. This helps determine if the course is meeting the goals planned out during the analysis and design phase.
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Implementation
Implementation is the day the training program goes live. In order for this to be a success, the trainer should have previously marketed the program. Announcing the new training program and its schedule could be communicated through email listservs, flyers, social media, or by sharing in person.
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One thing that's important to promoting the course is to already have leadership buy-in. Leadership buy-in credits the training program as a course that is important to the business strategy.
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Create easy and free marketing graphics on:
Evaluation
Evaluation is the step that seems to get left behind in the development of a new training program. In my opinion, it's the most valuable part of the A.D.D.I.E. model. If used correctly, this step in the model should help the trainer determine if they created a successful training program or if they need to go back to the drawing board.
Module Discussions
Date Written: Nov. 2017
Case Studies
The following case studies were provided in Jon M. Werner and Randy L. DeSimone's (2012) book, Human Resource Development (6th edition).
Caterpillar, Inc.
I address four central issues to the learning and development needs of Caterpillar's growing workforce, both inside and outside the United States.
Case Study
Date Written: Nov. 2016
Mayo Clinic Orientation
I discuss the challenges to providing effective training to new employees through new employee orientation.
Case Study
Date Written: Nov. 2016
Management Development for an Urban Hospital
In this case study, I discuss the types of managerial training the urban hospital needs to provide its employees while changing facilities and computer systems in order to keep its commitment to existing clients.