The ADDIE as a generic template for ID models. This model gives a systematic way to translate learning needs. ADDIE represents the steps of the model and every step has an objective that gels with the subsequent step. In the diagram below, the “arrow” in each steps shows that evaluation is actively evolving as it is essential and it reflects on the effectiveness and purpose of the development. By using this method, it helps the designer to reflect on changes or additional inputs at individual phases. It is a very structured model to follow.
The ADDIE Model is made up of 5 steps which allow one to reflect and consider the elements in each phase during the development process. Following are the breakdown of the processes in the individual steps which I will ask myself:-
Analysis Phase- What is the purpose of this project and who are the target audience? What are the learner’s goal and their demographics? What are the tools required and whether is this short or long term goal? (Evaluate & reflect on BPLL)
Design Phase- Looking at the lesson plan, assessment plan, determine the content and presentation. Review my plans, and imagine if this design is handed to another facilitator, will he or she be able to follow my plans. Logistics as well as administrative issues should be taken into consideration. (Evaluate & reflect on BPLL)
Development Phase- All development tools which includes learner’s materials, trainer’s materials, assessment tools, power point slides, course materials, handouts, lesson plans and evaluation forms. (Evaluate & reflect on BPLL)
Implementation Phase- Breaking into 3 portions, 1) Publicize the programme and taking care of the logistics. 2) Conducting training which includes monitor learners performance and feedback about the course, review and validate courseware to organization or learners’ need. May include evaluating performance indicators and job performance of the participants. 3) Conducting of training evaluation and issuing of certificates to participants.
Evaluation Phase- This is the phase where one will be required to review and interact with the stakeholders. Good to review any training and non training interventions during the cause of evaluation. Evaluate the training modules’ effectiveness and make changes and additions as necessary. Version control the changes and prepare report to stakeholders. Data bank (Training and Assessment materials) should be updated as well.
Falling back on the BPLL is one way to ensure that evaluation can be done effectively.
3 Training Pathways which are commonly used
- Facilitated learning (classroom-based or outdoors)
Benefits learner as it offers; step-by-step learning, extensive support that suits the learner, face-to-face interaction, using of the following methods during training; discussions, reflection and learning experiences.
- On-the-job Training (workplace learning)
Training is structured to allow for natural learning, it is conducted at the work site so that learning is authentic, has a supportive learning environment and alloes flexibility in learning and working.
- E-learning (learning using technology)
Little face to face interaction, information should not be distorted, slef directed and is able to learn at one's own pace.
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