Using The ADDIE Model To Design A Training Plan ✓ Solved
Using The Addie Model Design A Training Plan Based On The
Using the ADDIE model, design a training plan based on the findings and training outcomes revealed in your TNA. The training plan should include the following, at a minimum: Analysis The Analysis section is a summary of your TNA. Include a paragraph describing the organization and training issue. Discuss organizational and training goals and objectives, the target group, and the KSAs that should be expected of learners, which the training will address. 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? A training plan budget is important because an organization needs to anticipate, plan and pay for the training costs. In the section, you will develop a spending plan that breaks down the costs of your proposed training plan. Consider the following cost categories for your budget table and report: Direct Costs, Indirect Costs, Preparation Costs, Developmental Costs, Participant compensation, Evaluation costs, Total Training Costs. Your budget will have two components, a formal report and a budget table. Prepare a table with a proposal for your training. Prepare a written budget report Describe in detail each the costs associated for your organization training needs as it applies to your training plan. Explain all of the costs included in your budget table. Development Describe 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 In this section, you will develop a post-training evaluation plan. Evaluation is necessary for determining the overall effectiveness of a training program. Your evaluation plan should aim to measure learner performance. Evaluation will describe the success of the training program and lead to a plan for continuous improvement. You plan should include both a written report and the evaluation tool you would use for assessment. Prepare an evaluation report Describe in detail how you will evaluate this training in terms of effectiveness. Explain how training will be assessed and evaluated. Describe the purpose of the evaluation tool. Address how overall training will be evaluated. List short- and long-term methods that ensure your training plan has translated into desired performance. Explain how it will bridge the organizational gaps identified in the TNA. Include at least one evaluation tool together with your written evaluation plan. The tool should look professional and ready for your intended audience to complete. Make sure you have an introduction and summary to your report. Use APA 7.0 Edition formal report formatting for your Training Plan. Label each section with the following headings: Analysis, Design, Development, Implementation, and Evaluation. Use and cite a minimum of three classroom resources to help you create your training plan. Include a cover page, citations page and in-text citations. Submit everything together as one document.
Paper For Above Instructions
Introduction
The ADDIE model is a structured framework used widely in instructional design and training development. It provides an effective approach to developing training programs based on assessed needs, known as Training Needs Analysis (TNA). This report will outline a training plan designed using the ADDIE model, focusing on a specific organization, the training issues it faces, and how the proposed training will address those issues.
Analysis
The organization under consideration is a mid-sized manufacturing company facing challenges related to employee productivity and skills gaps in technology application. Recent assessments indicated that employees lack adequate training in using advanced machinery and software. The organizational goals are to enhance employee skill sets, improve overall productivity by 20% within the next year, and reduce error rates in production processes. The target group for this training will include factory floor operators and team leads, expected to gain Knowledge, Skills, and Abilities (KSAs) in machinery operation, software usage, and safety procedures. The training program aims to ensure that employees can operate advanced machinery confidently and effectively, bridging the skills gap identified in the TNA.
Design
The training program will be designed as a hybrid model, incorporating both online and in-person training sessions. It will be a 4-week program consisting of 2 weeks of online modules followed by 2 weeks of hands-on training. The online components will include interactive tutorials and assessments, while the in-person sessions will provide practical experience with machinery under the supervision of trainers. The estimated cost of the training will be approximately $10,000, which includes online course development, trainer fees, and materials. Resources needed will include access to training software, machinery for hands-on practice, and qualified trainers.
Budget
| Cost Category | Estimated Costs |
|---|---|
| Direct Costs | $4,000 |
| Indirect Costs | $1,500 |
| Preparation Costs | $1,000 |
| Developmental Costs | $2,500 |
| Participant Compensation | $1,000 |
| Evaluation Costs | $1,000 |
| Total Training Costs | $10,000 |
Development
The training program will include various materials and activities, including communication tools like email updates and collaborative forums for participant engagement. E-learning modules featuring video demonstrations will help learners understand machinery and safety protocols. Learning aids such as illustrated handbooks and quick reference guides will be provided. Additionally, assessments will consist of pre- and post-training evaluations to measure knowledge retention and practical application skills.
Implementation
The training sessions will commence after securing managerial approval and communicating the training schedule to participants. The "train-the-trainer" approach will be utilized, where selected experienced employees will undergo a brief pilot training before facilitating peer training sessions. This ensures that the training is relevant and that the trainers can provide real-world insights during the instruction.
Evaluation
To evaluate the effectiveness of the training program, a post-training evaluation plan will be developed. This will gauge learner performance through practical assessments and feedback surveys. Success indicators will include improvements in machinery operation efficiency, reduction in error rates, and overall employee satisfaction concerning their job performance. Evaluation tools, such as a comprehensive survey and performance checklists, will be employed to gather qualitative and quantitative data on training outcomes.
Summary
This training plan, structured around the ADDIE model, addresses specific skills gaps within the organization and provides a clear framework for training evaluation. The analysis has highlighted the need for training, while the design, development, implementation, and evaluation sections form a cohesive approach to delivering effective training that aligns with organizational goals. Future assessments will ensure the training continually meets evolving needs, supporting both employee development and organizational success.