Design The Training Plan Using ADDIE Model For Grade 25

Design The Training Plan Use ADDIE Model 25 Of Grade

Using the ADDIE model, design a training plan based on the findings and training outcomes revealed in your TNA. Include a brief paragraph describing the organization and training issue. The training plan should include the following, at a minimum: Analysis —Discuss organizational and training goals and objectives, the target group, and the KSAs that should be expected of learners, which the training will address. (This is simply a short summary of what you did in assignment 1 and 2.) Design —Determine program format, length of training, and method of delivery. What will be the costs, and what resources will be needed from the organization? Development —Outline what will be included in the program materials and activities. Consider communication tools, modules, learning aids, and assessment/evaluation tools. Implementation —Give specifics on how you will implement and deliver training. Include any "train-the-trainer" pilots and plans for training. Evaluation — Describe how you will evaluate this training in terms of effectiveness. Explain how training will be assessed and evaluated. Address how overall training will be evaluated. Label each section of your Training Plan with the following headings: Analysis, Design, Development, Implementation, and Evaluation.

Paper For Above instruction

The rapidly evolving landscape of organizational needs necessitates a systematic approach to training development. The ADDIE model—Analysis, Design, Development, Implementation, and Evaluation—provides a comprehensive framework to ensure training initiatives are effective, targeted, and aligned with organizational goals. This paper leverages the findings from the Training Needs Analysis (TNA) to develop a detailed training plan tailored to address identified gaps, enhance employee skills, and support organizational growth.

Analysis

The initial phase involves a thorough analysis of organizational and training goals, the target audience, and the required KSAs (Knowledge, Skills, and Attitudes). The organization, a mid-sized customer service provider, aims to improve customer satisfaction scores by enhancing the communication and problem-solving skills of its frontline employees. The core training objectives are to equip employees with effective communication techniques, conflict resolution skills, and product knowledge. The target group comprises customer service representatives (CSRs) with varying levels of experience and prior training. Based on the TNA, learners are expected to acquire specific KSAs, including active listening, empathy, technical troubleshooting, and escalation procedures. Addressing these areas will lead to measurable improvements in customer interactions and service quality.

Design

The training program will adopt a blended learning format, combining asynchronous e-learning modules with synchronous instructor-led sessions. The total duration of the training is projected at 16 hours spread over two weeks, allowing flexibility for participants. The delivery method includes online self-paced modules for theoretical concepts and live workshops for role-playing, simulations, and practical exercises. Cost considerations involve acquiring a Learning Management System (LMS), developing customized content, and engaging trainers. Resources required from the organization include access to training facilities, technological infrastructure, and personnel for delivering live sessions. The design aims to balance cost-efficiency with engagement to maximize learning outcomes.

Development

Developing comprehensive training materials is crucial for successful implementation. The program will include multimedia modules incorporating videos, animations, and interactive quizzes to reinforce learning. Facilitator guides and participant manuals will support consistency across sessions. Activities will encompass scenario-based exercises, role-playing, and real-world problem solving aligned with organizational procedures. Assessment tools such as pre-and post-tests, skills checklists, and feedback surveys will measure knowledge gain and behavioral change. Digital badges or certificates upon completion will motivate learners and document achievements. Clear communication channels, including weekly updates and progress tracking, will ensure participant engagement throughout the training development phase.

Implementation

Effective deployment of the training program involves careful planning and coordination. The rollout will begin with a pilot session involving a select group of CSRs to gather feedback and make necessary adjustments. Following the pilot, full-scale delivery will be conducted over two weeks with scheduled sessions and flexible access to modules. Train-the-trainer sessions will prepare internal facilitators to ensure consistency and sustainability of the training efforts. The trainers will facilitate live sessions, monitor participation, and provide ongoing support. To accommodate different learning paces, the LMS will track progress and completion rates, and supplementary resources will be available on demand. Communication about training schedules, expectations, and available support will be maintained through email and organizational intranet channels.

Evaluation

Evaluation is vital to determine the effectiveness and impact of the training program. Kirkpatrick’s Four Levels of Evaluation will guide the assessment process, focusing on Reaction, Learning, Behavior, and Results. Participant feedback will be collected through surveys immediately after sessions to gauge engagement and satisfaction. Knowledge assessments before and after training will measure learning gains. Supervisor observations and self-assessments will evaluate behavioral changes in the workplace. Additionally, customer satisfaction scores and operational metrics will serve as ultimate indicators of training effectiveness in achieving organizational goals. Continuous evaluation will inform ongoing improvements, ensuring the training remains relevant and impactful.

References

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