HOW TO DEVELOP A TRAINING PROGRAM – PART 3
January 14, 2016
This blog mini-series speaks to the use of the ADDIE instructional design model to develop a training program. The ADDIE instructional design process represents a guideline for building effective training tools in five phases and a comprehensive training program will typically involve some variation of this process. As discussed in Part One and Part Two of the series, the first three phases of the ADDIE process consist of assessing the training needs of your organization, identifying objectives and formulating a strategic plan to ensure learning outcomes are achieved. In this third issue of the blog series, we highlight the final stages – Implementation and Evaluation. These stages outline a systematic, yet dynamic delivery of the training plan, as well as continual analysis of the program to ensure it retains adequacy and value over time.
PHASE FOUR: IMPLEMENT
Phase Four of the ADDIE process focuses on effective implementation and execution of the training plan devised in the previous stages. The implementation process centers on operational details and leveraging available resources to deliver your instructional design. You should creatively engage your learners to bring your lesson plans to life and deliver learning experiences that provide useful information and influences everyday functions constructively. Trainers should be familiar with adult learning principles and employ the best methods of presenting the materials. During the Implementation phase, you should also observe the learners and collect feedback to assess the training session’s perceived effectiveness.
Key Considerations for the IMPLEMENTATION PHASE include:
- Prepare Instructors for engaging learning experiences.
- Strive for content variety to address different learning styles and level of knowledge.
- Employ an interactive and functional training strategy – use scripts to stay focused and on target.
- Make sure the instructors are well prepared, organized and visual.
- Consider a Pilot or Focus Group and test the program before deployment.
- Find out what your audience wants to learn and their current level of knowledge – probe with interactive questions.
- Collect constructive feedback about the delivery and presentation of the materials, as well as the usability of the content – use problem-solving skills to shore up the training plan.
- Foresee potential roadblocks and have contingency plans. For example, what will you do if there are issues with the media or equipment?
- Start Training!
- Implement training modules in order of importance – focus on areas identified as most needed.
- Plan the lessons according to the experience, interest and availability of the instructors.
- Encourage participants to complete assessments and evaluation surveys to help improve the program.
A successful implementation phase delivers an effective and adaptable training program. Instructors should be well equipped and primed for presenting the materials in the most efficient and engaging manner. You should also conduct formative evaluations at this stage to observe behaviors and gather feedback during the course. This empowers the learners and helps to engage them even more. An organized and well-executed program will help market itself, as learners will be happy to share productive experiences with their colleagues and encourage others to participate in the program.
PHASE FIVE - EVALUATE
Evaluation of the instructional design process occurs in every stage of the project and continues even after implementation. It is an ongoing process to assess your plan and continually align your objectives with the needs of the business. You must review and evaluate every phase of the project to ensure preparedness to move onto the next phase. You will identify objectives in the analysis and design phase and then measure your success of meeting those objects during and after the implementation. Conduct a formative evaluation during the course and a summative evaluation after completion. Complete assessments of the program to ensure the delivery and content realize the learning objectives. Carefully review the results and define improvement strategies as needed.
Key Considerations for the EVALUATION PHASE include:
- Consider the objectives and learning outcomes for the program and evaluate your execution of the training plan.
- Conduct evaluations that are easy to implement and more likely to solicit feedback.
- Determine if you achieved the learning outcomes and positively impacted job performance.
- Perform an overall assessment of the curriculum, facilitation and delivery methods.
- Evaluations should also measure the following elements:
- Assess if the content is clear, concise and easy to follow and ensure adequate timing of the course.
- Ensure trainers actively involve students in the learning process.
- Encourage learners to provide suggestions for desired training content.
There are many benefits to evaluation. Evaluation in the early stages helps develop a comprehensive and effective program. Evaluation during the implementation process leads to a more engaging and useful session. Evaluation after implementation helps you to gain awareness from lessons learned that could improve your services. Through evaluation, you provide a learner-centric approach to ensure that performance goals are met and transferable to the workflow. In the end, evaluation helps measure the success of the program and validates the ROI and positive impact on the business.
In summary, developing an effective training program requires proper planning and preparation. The ADDIE Instructional Design Model is a systematic, yet flexible standard for developing and executing an instructional plan to bridge the gap between the current situation and the learning goals you wish to achieve. It is a good resource and a helpful project management tool. As you work through each phase of the ADDIE model, your work is supported with effective facilitation techniques and standardized best practices.