ADDIE Training Model: Everything You Need to Know 

Every organization wants its employees to be fully productive to generate more revenues. They focus significantly on training employees to overcome weaknesses and achieve their full potential. 

Organizations use various training models, including the famous ADDIE training model. Although critics have declared it outdated, slow, and even dead in some instances, ADDIE has held its value.

So, what is the ADDIE training model? How does it work? What are its pros and cons? How does it compare to other popular training models? Let’s answer these crucial questions. 

What is ADDIE? A Brief Overview and History of the Training Model

ADDIE training model is based on five steps, represented by the alphabet in its name:

• A for Analyze 
• D for Design
• D for Develop
• I for Implement 
• E for Evaluate 

ADDIE offers a structured and streamlined approach to your training program, whether you want to train people online or offline or through blended learning strategies. 

ADDIE was first developed for the US military in the 1970s at Florida State University. Since its launch, it has been the basis of training courses and has been adopted by several sectors over the years. If we observe its history, ADDIE has its roots in systems thinking. US military trainers like Robert Gagné and Robert Glaser were the first to apply systems thinking and develop a more refined training approach. 

Evolution of the ADDIE Training Model for the Curious 

It is crucial to chart the evolution of the ADDIE training model to understand where it stands today and how trainers use it. 

1. The Original ADDIE Model 

The original ADDIE model was linear, in which each phase informed the next one to form a sequence. It was a state-of-the-art model developed for military training and intended to train a homogenous group of learners for highly specific jobs. Since behavioral learning was pretty popular in those days, behavioral scholars suggested that these instructions would be useful even without educating trainees on the theories behind them. 

For what it was, the original ADDIE training model was a remarkable success in the military and industrial context. 

2. Modified ADDIE Models 

Rapid technological advances in the late 20th century made job requirements more complex. The instructional environment also significantly shifted, thanks to new instructional technologies and development tools. All of that stretched the capabilities of the original ADDIE training model, which needed modifications to fit in a modern context. 

Training experts tweaked the original model to make it more dynamic and useful. For instance, instead of relegating evaluation to the final process, they made it a crucial part of each step. The next step can only be started once the previous step has been completed and evaluated. 

Similarly, the modified ADDIE models focus on simplicity and flexibility, making it easier for instructional design experts of various levels of expertise to understand and implement them. Today, it is used by organizations for product knowledge training, compliance training, onboarding training, and whatnot. 

The ADDIE Process: 5 Phases of the Training Model

Around 40% of organizations have increased their training budgets in the US, which shows us how crucial it is. Equally important is doing it the right way, which we’ll explain.

As we already know, ADDIE is a five-step process in which each step is in a well-defined order. Let’s find out what these ADDIE process steps are and how they work. 

1. Analysis 

Goal: At the end of this phase, you will know if training is needed. If yes, you’ll have to understand training needs and have developed a training plan. 

Before you start using the ADDIE methodology, it is crucial to gather information upfront to determine whether training will solve your problem or be part of the overall solution. 

For that, you need to perform a thorough training needs assessment, which involves identifying the performance gap or problem that needs addressing. Most importantly, it tells you whether the training is necessary and whether it would resolve the problem. 

For instance, if an employee frequently makes mistakes, it could be attributed to their lack of knowledge or skills. In that case, training is indeed a viable solution. However, training won't achieve much if the problem occurs due to faulty equipment or poorly designed processes. What it means is that training is practical when you are dealing primarily with human error. 

Once you have determined that training is necessary, the analysis continues with the following elements:

• Learner Analysis: It gives you a useful idea about the characteristics of the target audiences, such as their learning styles and experience. This information helps you tailor courses according to their needs and preferences. 
• Job Task Analysis: This involves understanding and identifying the skills and knowledge employees must possess to perform a job.
• Instructional Context Analysis: This studies the resources involved in the training and possible constraints, such as budget, time, technology availability, and the like. 

Make sure you perform a foolproof analysis because all the following steps and the success of the ADDIE training model implementation depend upon it. 

2. Design 

Goal: At the end of the design phase, you will have storyboards, prototypes, and detailed structure.  

The second phase or stage of the ADDIE framework execution is Design, which strictly means instructional design, not visual or graphic design. This phase is all about crafting instructions based on the analysis you have already performed. 

During the design phase, you rely heavily on subject-matter experts (SMEs) to understand the content that needs to be covered in training. SMEs are people with deep expertise in the subject and the topics being taught. Their insights make training material accurate, useful, and up-to-date. Based on the information from SMEs, you shall develop lesson plans and training content. 

The choice of the training medium will determine the output of the design phase. For instance, if you create online training materials, the output will be scripts, storyboards, and interactive elements. On the other hand, you might develop handouts and participant workbooks for in-person sessions. 

Here are a few key factors to consider during the design phase of the ADDIE training model:

• Determining the most appropriate tools and platforms to deliver the training.
• Create a visual representation of the learning experience through storyboards. 
• Develop engaging and interactive activities to reinforce learning. 
• Clearly define the content that you will cover based on guidelines from SMEs. 

3. Development 

Goal: At the end of the development phase, you will have the final training materials ready for implementation.

The development phase of the ADDIE training model involves finalizing the instructions from the design and tailoring them for the end user. 

Following are a few examples: 

• Converting content into printed and formatted facilitator guide
• Converting a storyboard into a fully functional online course, including interactive elements, assessments, and multimedia components
• Transforming a script for an animated video into a video with narration, finished graphics, and sound effects. 

When finalizing the contents from the design process, you’ll need to gather assets from multiple sources, including raw text, audio, images, video, and more. What you use depends upon the kind of course you are developing, but the development phase is what finalizes your training course.

Today, organizations use AI-powered tools to aid their development process, saving time and money. Similarly, virtual reality (VR) training adoption has seen a 60% increase. 

4. Implementation 

Goal: This stage aims to make learning materials available to employees. 

So, what is ADDIE implementation? It means taking to the audience what you have designed and developed. If you have developed an e-learning course, it means uploading it to the LMS, notifying them about the availability of the training course, and enrolling them through a simple process. 

Suppose you have developed a face-to-face session or virtual webinar instead. In that case, it involves picking a suitable time for employees to attend the sessions together and a trainer to lead them. Usually, organizations have staff trainers to implement the learning experience and guide employees. 

For a smaller organization, LMS implementation is no big deal. As we move up the ladder, courses become more complex with more employees attending them. That can be easily handled with an AI-powered system that manages everything efficiently and answers questions 24/7. Today, 40% of Fortune 500 companies use LMS to stay ahead of the competition, which shows its effectiveness in training employees. 

5. Evaluation 

Goal: The goal of evaluation is to know if the training is bearing the intended results.

The last part of the ADDIE training process is evaluation. One of the most crucial questions for any organization is: how to evaluate the effectiveness of a training program? That is where this phase comes in handy, measuring your course's effectiveness and usefulness on multiple levels.

It involves the following:

• Learner Reaction: How are employees reacting to the learning experience? Is it a positive experience, or do you feel something is lacking? 
• Skills and Knowledge: Are the employees gaining the intended knowledge and skills? 
• Performance: Is the job performance of employees improving because of the training? 
• Organization: Is the organization becoming more profitable after the improvement in employee performance due to training? 

ADDIE Examples 

It is estimated that organizations that work on strength intervention earn 14-29% more profits than organizations that do not. Let’s suppose an organization wants to give product training to its sales team. Here is what different phases of the ADDIE model sample would look like: 

1. Sales Team Training

a). Analysis

Determine the specific product knowledge and sales skills required for the sales team, identify knowledge gaps, and gather feedback from sales representatives.

b). Design

Develop a training program that covers product features, benefits, and selling techniques. Consider using role-playing exercises and simulations to enhance learning.

c). Development

Create training materials, such as product catalogs, sales scripts, and online training modules.

d). Implementation

Deliver the training program, provide ongoing support and coaching, and evaluate sales representatives' performance.

e). Evaluation

Measure the impact of the training on sales revenue, customer satisfaction, and employee performance.

2. Compliance Training

Let’s look at another example where an organization wants to offer compliance training to employees. Here’s how the ADDIE instructional design will work in this case: 

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a). Analysis 

Identify specific compliance requirements and risks, assess current compliance knowledge, and gather employee feedback.

b). Design 

Develop a training program that covers relevant regulations, policies, and procedures.

c).  Development 

Create training materials, such as compliance manuals, online modules, and quizzes.

d). Implementation 

Deliver the training program, provide ongoing updates and reminders, and evaluate employee understanding and compliance.

e). Evaluation 

Measure compliance rates, identify areas for improvement, and track employee participation in training.

These ADDIE examples will help you understand how the model is applied in various situations.

The Pros and Cons of the ADDIE Training Model 

ADDIE is a comprehensive model for instructional design that has served organizations for several decades, but it is also crucial to recognize its strengths and weaknesses. 

Pros 

• ADDIE is a well-established model that can provide a strong basis for learning. 
• Provides a clear and comprehensive framework for the time, costs, and effectiveness of training. 
• Encourages consistent evaluation at each step to refine the quality of training over time. 
• Makes it easier for instruction design professionals to collaborate because every professional knows about it. 

Cons 

• This results in longer development time because of the details and sequential nature. 
• Might require significant financial and human resources. 

The ADDIE Training Model Vs. Others: A Comparison 

The table below shows a detailed comparison of ADDIE with other popular training models. Choosing one or the other depends upon the timeline, scope, and resources required for a specific project. 

For instance, ADDIE design model is preferable where the organization has clear objectives, whereas SAM (Successive Approximation Model) is ideal for environments that require swift adaptability and development. `

Feature

ADDIE 

SAM

Kemp Design Model

Dick and Carey

Gagne’s Nine Events of Instructions

Purpose

Comprehensive instructional design model

Agile approach to instructional design

Instructional design model with a focus on learner-centeredness

A model focusing on interrelated phases in instructional design

Crafted around nine instructional events that correspond to cognitive processes

Steps

Analysis, Design, Development, Implementation, Evaluation

Analyze, Design, Develop, Implement, Reflect

Needs assessment, instructional objectives, instructional strategies, instructional materials, evaluation

Identify goals, needs analysis, objectives, strategies, materials, pilot, revise, finalize, implement, evaluate

Attention, perception, encoding, retrieval, generalization, guidance, practice, feedback, and testing

Focus

A systematic and structured approach

Iterative and flexible approach

Learner-centered approach, focus on instructional strategies

Comprehensive approach with a focus on instructional materials

Cognitive learning theory, attention, perception, and memory

Best Suited for

Large-scale training projects with defined objectives

Rapid development and iteration

Training programs that prioritize learner engagement and motivation

Educational settings and corporate training programs

Training programs that aim to enhance cognitive learning

Advantages

Clear framework, structured approach, comprehensive evaluation

Flexibility, adaptability, continuous improvement

Learner-centered approach, focus on strategies, adaptable

Comprehensive approach, focus on materials, clear steps

Focus on cognitive processes, effective for knowledge-based training

Disadvantages

Time-consuming, linear process, less adaptable

It can be challenging to maintain focus and requires strong project management.

May require additional resources for learner analysis, less comprehensive evaluation

It can be time-consuming and may require significant resources.

May be less effective for skill-based training and requires careful planning

Commonly Used In

Corporate training, educational institutions

Technology-driven training, rapid prototyping

Educational settings, corporate training programs

Corporate training programs

Educational and corporate training

Conclusion 

Around 59% of employees say they have never had workplace training, which results in performance deficiencies and ultimately leads to organizations falling behind their competitors.

Thanks to technological advances, training your employees based on the ADDIE training model has become much more seamless and engaging. You can definitely jump ahead of the competition by using quality tools. 

With an AI-powered tool like Coursebox, you can train your employees in a much more refined and engaging manner. Since design and evaluation are the fundamental aspects of any ADDIE-based training, Coursebox has an AI assistant to help you structure the course. There is also an AI Quiz Generator that creates relevant questions and an AI assessment tool. 

So, start using one of the best AI tools for personalized learning and create the desired courses. Try now! 

FAQs 

What are the five stages of the ADDIE training model? 

The 5 stages of ADDIE are Analysis, Design, Development, Implementation, and Evaluation. These are followed in the same order, although every step these days requires evaluation. 

What is the purpose of the evaluation stage of the ADDIE model? 

The assessment or evaluation stage of the ADDIE process is all about determining if the training is bearing the desired results and if the employee performance is improving. 

What is the ADDIE model for the layman? 

The ADDIE framework is designed to help organizations train their employees in a structured manner. It starts with an analysis and ends with the evaluation of all the training steps.

Is the ADDIE model still useful? 

Yes, the ADDIE model instructional design is still pretty relevant and used by several organizations. It is a comprehensive model refined and reiterated over several decades, resulting in a framework that can benefit any organization. 

How to apply the ADDIE model?  

To apply the ADDIE training model, one must start with the analysis step to understand if the training is even required. Then the course is designed, developed, and implemented. Finally, a thorough evaluation is performed to see if training is actually working.