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Category Archives: Instructional Design
The ADDIE Instructional Design Model: Discussion of the Design, Develop, Implement, and Evaluate Phases
This video discusses the events that take place during the Design, Develop, Implement, and Evaluate phases of the ADDIE Instructional Design Model. For more information on the ADDIE Model, please click the following link: http://www.eadulteducation.org/adult-learning/the-addie-instructional-design-process/
The Analyze Phase of the ADDIE Instructional Design Model
This video provides a brief overview of the Analysis Phase of the ADDIE Instructional Design Model. Continue reading
Posted in Adult Learning, Instructional Design
Tagged ADDIE, Instructional Design, Instructional Design Process
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Workplace Training and Development
The workplace is progressively becoming a place where organizations can foster, enhance, and encourage the potential and capabilities of employees. One way in which organizations foster these talents is by implementing training and development programs with the goal of preparing employees to better meet the challenges of today’s competitive workplace. However, unless training programs are carefully designed and developed, such programs are unlikely to meet the demands of the competitive workforce as well as the needs of the employees and the needs of the organization.
HRD Is Essential to an Organization’s Overall Corporate Strategy
It is essential for an organization to bring together its fundamental business activities and objectives with its expectations from human capital in order to realize an integrated plan for training requirements. One way to accomplish an increase in performance levels on the whole is through entrustment and empowerment at subordinate levels. Therefore, a necessity for SHRM is an extremely qualified and empowered group of individuals focusing on the training needs of the entire organization.
The Seven Phases of Instructional Design
According to Gilly, Eggland, and Gilley (1989), the instructional design process consists of seven interrelated phases with each phase serving as a basis for the others. The seven phases are philosophy of teaching and learning; organizational, performance, and needs analysis; feedback; program design; program development; evaluation; and accountability. Continue reading
Developing an Effective Plan for an Audience Analysis
Audience analysis also identifies training/learning requirements and training/learning outcomes. Training/learning requirements are the knowledge, skills, and attitudes (KSAs) that must be taught during training. Training/learning outcomes are the tasks that learners must demonstrate to ensure competent performance.
Conducting an Instructional Analysis
If a learner doesn’t know about a step or how to properly perform a step, it could mean the difference between successfully completing the task and a gap in performance. The instructional analysis assures that the training content exactly matches what learners need to know so that they will be able to do what the training was designed to teach them.
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Posted in Adult Learning, Instructional Design, Needs and Task Analysis
Tagged Incorporate all information and steps that learners will need to know, Leave out information and steps that learners already know, Leave out information and steps that learners don't need to know, Look at Training from the Perspective of the Learner
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The ADDIE Instructional Design Process
The ADDIE model is a systematic instructional design model consisting of five phases: (1) Analyze, (2) Design, (3) Develop, (4) Implement, and (5) Evaluate.
