The great merit of this model is its simplicity and robustness: It helps define clear training deliverables, pursue them systematically, and reduce errors.
As employee training and development plans become more complex, the best training project management solutions will more often entail a hybrid ADDIE/Agile model.
The 2019 Training Industry Conference and Expo (TICE) is in the books. We learned quite a bit from our peers and vendors. Here is a culmination of my takeaways and some steps on how to make what I learned actionable.
You know where you are and how you got here, but do you know where you would like to go next? Start by approaching your own professional development the same way you would approach the development of any learning program.
After many weeks or months, the training project is written, tested and approved. Now, it is ready to be implemented. There are many ways to roll out a training program, and the best method depends on the type of training program and the audience.
Strategic, creative design grounded in recognized models and methods, coupled with a design process that allows for ideation, testing and change, can result in a quality, ready-to-launch course that designers are confident will succeed.
Recently, our training department of two was given a limited and budget tasked with creating a leadership training program for front- to mid-line managers in a nearly 90-year-old organization with a 450-person, predominantly contract-based workforce.
It can be dangerous to rush in and accept a training request as the correct one before identifying the real causes and needs.
When I started my role in training management, acronyms were coming at me left and right. Here are acronyms I now toss about with authority.
How do instructional designers know it’s high time to turn to agile? The ADDIE model has ruled the e-learning course development field for over 40 years. It’s been the key framework for instructional designers for a while, and yet it’s now giving...