ADDIE MODEL in Instructional Design

SOURCE: https://www.aihr.com/blog/addie-model/#Advantages

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:

Analyze

Design

Develop

Implement

Evaluate

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.

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: