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The ADDIE model is an instructional design tool that can help HR and training professionals create, organize and streamline effective learning and development programs in their organization. Although developed in the 1970s, the ADDIE training model remains the most commonly used model for instructional design because it's simple yet highly effective.

In this article, we'll explore what the ADDIE model is in detail, the advantages and disadvantages of the model, and some ADDIE model examples so that you can start using it today.

Contents
What is the ADDIE model?
Advantages and disadvantages of the ADDIE model
The 5 phases of the ADDIE model
ADDIE model examples
Rapid instructional design
FAQ

What is the ADDIE model?

ADDIE is a leading learning development model used for instructional design, which is the complete process of designing, developing, and serving learning content. The model is often used to design training and learning & development programs in organizations.

ADDIE stands for:

These are the five stages of the learning development process. ADDIE training model provides a streamlined, structured framework that helps you create an effective learning product, whether that's delivered through an online or offline training program, a coaching session, a presentation, or an information booklet.

ADDIE helps identify the learning need in a structured way and ensures all learning activities serve that goal, which offers an integrated approach to learning. It also guides measuring learning effectiveness because job behaviors, knowledge, and skills are clearly defined within the framework.

In the ADDIE model, each stage must be carried out in order and carefully considered before moving on. Reflection and feedback at each stage ensure continuous improvement.

Advantages and disadvantages of the ADDIE model

Although it is considered a leading learning development model, there are multiple advantages and disadvantages of the ADDIE model, as with all models.

Advantages of the ADDIE Model

Adaptability - ADDIE instructional design model is highly adaptable and can be used across industries, disciplines, and learning environments. It can be tailored for different scale projects as well as individual or group learning.

Consistency - ADDIE model of training provides a structured approach to instructional design, which can boost efficiency and consistency in the quality of course development.

Iteration opportunities - ADDIE is an iterative model, which means it allows for feedback and changes at each stage of development to ensure the final product meets the desired learning objectives.

Evaluation component - There is an evaluation component to the ADDIE model that allows businesses to measure the effectiveness of the instructional content. That is useful in identifying key areas of improvement for future iterations.

Disadvantages of the ADDIE Model

Linear process - The ADDIE method follows a linear process that may not be flexible or creative enough to address complex learning needs.

Being resource-intensive - Using the ADDIE model for instructional design can be a lengthy process that also requires significant resources. It may be challenging for smaller organizations with fewer resources to implement.

Lack of emphasis on user experience - While organizations have been increasingly focusing on digital employee experience, including in training, the ADDIE model doesn't have a strong focus on user experience. That can lead to unengaging instruction and poor learning outcomes for employees.

The 5 phases of the ADDIE model

Let's take a closer look at the 5 phases of the ADDIE model of instructional design: Analyze, Design, Develop, Implement, and Evaluate.

Analyze

In the Analyze phase of the ADDIE process, the first task is to identify the problem you're trying to solve. For example, maybe it's poor sales, a non-inclusive culture, or a lack of skills to move to a more digitized organization. From here, you can identify the core business problem and decide whether it can be solved through effective training, or if other organizational development interventions will be more effective. Instructional designers also need to determine and manage stakeholders' needs.

Some helpful questions to ask are:

What is the purpose of the training?

Why should we do it?

What is the desired change?

Will the training be effective in creating this change?

In the Analyze phase, the training needs analysis (TNA) process helps identify the gap between the actual and desired skills, knowledge, and abilities. With these findings, you can define learning goals and base the training on these.

During this phase, it's crucial to determine a target audience. You can create one or more trainee "personas" who display the general characteristics, knowledge, and experience of your target audience. Recognizing their needs and expectations will enable you to actively manage these, tailor your training to your audience and make it more relatable.

"To ensure success when using the ADDIE model, it's essential to have a clear understanding of your target audience and focus on setting clear and measurable learning objectives. This helps guide the content development process and ensures that learners are achieving their desired learning outcomes," explains Anchal Dhingra, Learning Consulting Manager at AIHR.

Based on all the information gathered in the Analyze phase, you can also map out the resources required for the training. This includes the number of training hours, duration, required budget, facilities, and additional information.

Once you've collated all of this information, you can create a full training plan, which will include the who, what, when, where, why, and how of the training.

Design

In the Design phase of the ADDIE model, you translate all the information collated in the Analyze phase into a learning design.

An outline is created that structures the learning intervention and specifies learning objectives for each workshop or lesson. This will include a strategy, delivery methods (e.g., online, offline, blended), lessons, duration, assessment, and feedback.

In this phase, you also select an appropriate evaluation method will be from a learning design standpoint. Based on Kirkpatrick's model, effectiveness can be measured on different levels.

Not every training justifies measurements on all levels. Measuring reactions to the training may suffice for simpler training. As a rule of thumb, a full impact analysis, or training Return-on-Investment (ROI) calculation, is only justified in 5% of all training, specifically for training with a high investment that tackles a critical business issue ( Philips, 2003).

The next step is to create a storyboard and/or prototype so that you can easily communicate the value of the training, particularly to stakeholders. It's important to brief stakeholders and update them on the learning goals and learning design choices made in this phase. Make sure to align with them before you move to the next phase.

Develop

In the Develop phase, you will use your storyboards and/or prototypes as a guide to creating your courses. You've already decided on the core learning objectives. Now it's time to start bringing the training to life.

Consider how the training will be delivered: In-person, online, or a mix of the two (a blended approach)? What will be the instructional strategies, media, and methods? Learning interventions often use multiple methods and ways to deliver the content.

Once you've decided, you can then think about whether you want to build this in-house or with an external provider. It's equally important to decide where it will be hosted and what software and tools you will need (e.g., video conferencing software like Zoom, vendor's platform, or an LMS).

"Technology is always evolving, and as a result, the tools we use to create learning content are constantly changing too. However, despite these changes, the ADDIE model has remained a timeless framework for instructional design. This is because the ADDIE process describes the fundamental steps needed to develop a learning program, which apply regardless of the tools or technology being used.

While specific tools and methods may vary, the ADDIE model provides a structure for the design, development, and delivery of effective learning programs that has stood the test of time. It's no surprise that ADDIE has become the standard for learning content production worldwide."
Nikola Velickovic, Learning Consultant at AIHR

Building the learning product in line with the design represents the bulk of the work in the development phase. You may outsource this part to a trainer who is a subject matter expert or a training organization with relevant knowledge. It is the role of the instructional designer to ensure that the learning product will align with the specifications of the design and the findings in the TNA.

Once you've created your course, test for errors like grammar and spelling and ease of navigation. This is not a simple case of clicking through the course but more about content accuracy and utility of navigation. Is your learner able to progress through the course in the way you designed? Is it engaging? What is the duration like?

Conduct pilots and product reviews where different people (including you) test the learning product and training materials. You may want to use web-based tools like Survey Monkey or Qualtrics for users to evaluate the training.

HR Tip

"Incorporate interactivity and engagement into your training materials when using the ADDIE model. This can be achieved through activities, assessments, and simulations, which help reinforce learning and create a more immersive learning experience for your learners."
Anchal Dhingra, Learning Consulting Manager at AIHR

The final step is to develop a communication strategy to reinforce the importance of learning to your audience. How can you encourage them to devote time and attention to learning? How can you help them prioritize this at work while managing their main job responsibilities? Creating a clear communication strategy will make the learning top-of-mind and help to create more impact.

Once you've completed the development stage, it's time for implementation - the training can commence!

Implement

The implementation stage focuses on the delivery of the training and project management. This includes communicating with learners, logistics, data collection, and training trainers for global roll-outs of the learning program.

The training delivery is the key element in this phase. Are there any extra guides or manuals the learners need? How about FAQs that may come up along the way? What is the protocol if users experience technical difficulties during the training? It's a sensible idea to have additional IT support on hand and let learners know who to contact.

Is there a need for side programs that provide extra support to learners in addition to the main program? These can include weekly one-to-one or group coaching or webinars to deepen the learning and answer any questions the learners might have.

Do any need to make any physical changes in the work environment for certain training activities? For example, extra posters, props, or symbols that reinforce key messages learned.

Now it's time to share your course or training with your learners. In most cases, courses are uploaded to an LMS, with pre-set delivery options including who is enrolled, pass rates, and collection of feedback, as well as delivery, tracking, and reporting. But this will depend on what you decided in the design phase.

Think about how you can create a buzz around the new learning program and shine a spotlight on desired behaviors. Make sure to give learners ample notice about the start and completion dates of the program.

While evaluation is the next and last stage of the ADDIE model, you can already start gathering your data in the implementation phase of the instructional design process.

Depending on the choices made in the analysis phase, you can use different methods for training evaluation. These can include training evaluation forms and pre-and post-training assessments, potentially with a control group. Commonly used instruments are questionnaires, interviews, observations, knowledge assessments, work assessments, 360-degree feedback, and work output data. Some of these activities fall under the next phase, evaluation.

Evaluation

Evaluation is an integral part of every stage of the ADDIE learning model, but it also gets its own phase. As soon as you deliver your first course or workshop, you want immediate (and continuous) feedback so that you can implement improvements.

It's important to evaluate at the design, development, and delivery stages and continuously evaluate all elements of the program. After your training is first delivered, there will likely be feedback and questions that were not spotted earlier. Addressing these quickly will immediately improve the training.

At the evaluation phase, you can formally evaluate the learning program using post-assessments, observations, or productivity data. All of these sources will highlight what people learned, how they've applied it, and the results achieved.

The instructional design team should evaluate what went well, what can be improved, and learn as a team. Make a list of improvements that the training program needs and implement these before the next training. If the program is going to be shelved, you can still record these improvements so that when the same (or a similar) program is used in the future, these learnings are not lost.

Using your formal evaluation, decide to what degree your initial training met the objectives and goals from the analysis phase. Feed these results back to your stakeholders and inquire about their satisfaction with the training program, as this will provide excellent input for future programs.

Below is a summary of the 5 stages of the ADDIE model for instructional design:

1. Analyze

Problem identification
Training needs analysis
Identify top-level learning goal
Determine target audience
Identify stakeholder needs
Map required resources

Create a learning intervention outline
High-level mapping of learning intervention
Mapping of evaluation methods
Development of a communication strategy
Alignment with stakeholders

Determine the delivery method
Production of the learning product
Determine the instructional strategies, media, and methods
Quality evaluation
Development and evaluation of assessments & tooling
Deployment of learning technology
Development of a communication strategy

Participation in side programs
Training delivery & participation
Changes in the physical environment
Implementation of communication plan
Execution of formal evaluation

Integral part of each step
Evaluation
Continuous learning
Propose points of improvements
Evaluation of the business case

ADDIE model examples

Training for sales representatives

The focus of this sample training plan for sales representatives is on improving sales skills like rapport building, prospecting, presenting, and negotiating. Training methods such as role-playing will be used to reinforce these skills, while visual aids like infographics will be used to keep the trainees engaged.

Training for public speaking & presentations

This sample employee training plan will focus on improving public speaking skills including, communication, clarity, connecting with the audience, projecting the voice, tone of voice, creating note cards, designing an engaging slideshow presentation, and body language.

Trainees will build these skills through training methods such as in-person practice sessions. They will also receive theory instruction to gain knowledge of what makes a great presentation.

The biggest drawback of going through the ADDIE model process is its speed, or rather, the lack of it. The output of the previous step serves as the input for the next step. This is similar to the traditional 'waterfall' method. This approach takes a long time, during which the learning and content needs may change. This can lead to a misfit between the end product and the reason why the process was started in the first place. Rapid instructional design offers a potential solution.

Rapid instructional design

Rapid instructional design is a more agile approach to instructional design. It's based on rapid development techniques, which originate from software development, and are applied to instructional design. It's a continuing process, with new aspects being added and evaluated until the program is completed.

The aim is to create a proof of concept (POC) and have learners and/or stakeholders interact with it on a continuous basis and provide feedback. This feedback is then incorporated into the next POC until the product is finished. Rapid instructional design comprises five steps:

1. Definition - Initial definition of learning goals and requirements

2. Prototyping - Rapid prototyping of a proof of concept

3. Evaluation - Evaluation of the prototype with stakeholders, followed by iterative improvements and adjustments of goals and requirements based on the POC

4. Implementation - Implementation of the adjusted goals and requirements in an upgraded version of the POC

5. Repeat - Steps 2-4 are repeated until the learning goals are achieved

This is an iterative approach built on the principles of build-measure-learn, as commonly practiced in the lean methodology.

The figure below shows this iterative process. Prototypes are developed at a rapid pace and continuously aligned with the project planning and project goals. It is not uncommon to have multiple iterations within a specific phase. For example, if the outline does not fit user needs, you will have to iterate the outline (maybe several times) before moving to the design prototype.

An example of this is one of the HR upskilling projects run by AIHR. The training has a blended approach - mostly online learning combined with monthly sessions based on learners' needs. These sessions aim to motivate learners to complete the e-learning while also providing them with assignments and challenges to solve. These are always related to organizational issues and change over time based on current needs. This creates a program in which employees upskill while also contributing to solving organizational issues in these offline workshops, which helps them to apply what they've learned and, ultimately, create business impact.

Before you go

When applied correctly, the ADDIE model can be used in learning and development initiatives across industries and disciplines to improve individual and group learning and meet learning objectives. Its iterative approach allows for vital feedback at each stage of development which ensures the final product meets your original instructional goals while helping you identify key areas for improvement in the future.

FAQ

What is the ADDIE model?

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Learn how you can apply the ADDIE model for instructional design in your employee training process and boost your L&D efforts!

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After our brief discussion just now, please answer this question to strengthen your knowledge.

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Picture above displays the components in ADDIE MODELS.