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When developing or implementing an online training or e-learning program, there are a variety of instructional models or frameworks that can be followed. As an HR leader, it’s great to know what these are and, specifically, how they translate to online learning.
One of the most common globally (but rarely mentioned in Australia) is the ADDIE model: analyse, design, develop, implement, and evaluate. It is now widely seen as the go-to model for designing online training and e-learning courses, as it provides learning designers with an essential structure for designing curricula for any distance-learning environment.
During the “analysis” phase, course designers identify the learning needs and objectives for the online training program. They consider the specific knowledge and skills that learners are going to acquire. At this stage, analysis is undertaken on the prospective participants, including their technological proficiency, access to resources, and preferred learning styles for online learning. Also, the technical requirements for the online platform or learning management system (LMS) that is going to be used are considered for delivery.
The next phase is the “design” phase. Here, course designers define clear and measurable learning objectives for each module or unit of the online training course. Appropriate instructional strategies for online learning, such as videos, interactive quizzes, discussion forums, and simulations, are chosen; and a detailed course outline or structure, including the sequencing of content and assessments, is developed.
After that comes the “development”. This is where the real work begins. The chosen learning management system, its features, software integrations, and everything else are completed to allow the training to happen. The designed content is uploaded, and a trial run is completed to ensure it all works and makes sense.
The “implementation” phase comes next, and assuming that all the steps have been followed and that the right learning management solution has been selected, everything should go smoothly. The online training program is rolled out to the team members taking part. Often, they will need user accounts, login instructions, and technical support; however, this should be provided by your LMS.
HR leaders can monitor the learners’ progress and provide guidance or clarification as and when needed. If applicable, it’s great to encourage interaction and collaboration among learners through discussion boards, forums, or virtual meetings.
And no framework would be complete without conducting a thorough “evaluation” via feedback from learners and viewing the effectiveness of the results. Future programs can then be tweaked accordingly.
Why ADDIE?
The ADDIE model has several characteristics that make it a popular and adaptable choice for developing online learning experiences.
It has a systematic approach that guides the design and development of instructional materials. It’s flexible and can be customised to suit the unique needs of different online learning programs, and it places a strong emphasis on evaluation, both formative (during development) and summative (after implementation). This focus on assessment helps ensure that the online learning program meets its objectives and can be continuously refined.
It is also very adaptable to technology – the ADDIE model can easily incorporate various learning management solutions, gamification, and any other tech an HR leader might be looking to include. The model can also be applied to various learning contexts, including in-person, online, and blended or hybrid learning.
Paul Sharpe is the general manager ANZ at FranConnect.
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Training is the process of enhancing a worker's knowledge and abilities to do a certain profession. It aims to enhance trainees' work behaviour and performance on the job.
Jack Campbell
Jack is the editor at HR Leader.
