It is important to know and understand the ADDIE model if an exercise development program is to be successful. ADDIE can be an extremely effective tool in training development that addresses education. Most employees have a significant amount of information to learn to be remembered as more effective in their careers. Therefore, the ADDIE model could be quite helpful for many in planning for a plan of action that could lead to the successful implementation of an exercise program. The overwhelming durability of ADDIE is its ability to create audio instruction. When coping with training conditions that involve education or steps, the procedure fits very well. The approach is not as strong when coping with business objectives, results, and deliverables.
Instructional designers, programmers, and trainers use the ADDIE model to ensure that course development and learning occurs in a organised way. The model runs on the systematic step-by-step platform to ensure: "(1) learners will achieve the goals of the course, (2) allows for the analysis of learner's needs, (3) the look and development of training materials, and (4) analysis of effectiveness of working out program using operations with specific, measurable effects. "
The first period is the research phase. "The Analysis phase is the most crucial period in the ADDIE model. It recognizes areas requiring or requiring training taking into account views of subject matter experts, the mark audience, and the best objectives and goals of the training" (?????). Through the analysis phase, a understanding of the audience's needs, constraints, existing knowledge, skills and the required outcome of the training must be developed and described (?????). The analysis phase plays a major role in quality assurance. It defines the needs and ways to assess success. If this period is skipped mistaken assumptions could easily be made. The business could give attention to the wrong standards and the business enterprise needs of the company might not be met. Working out could be too easy or hard and bore or frustrate the learners. The course materials could be incomplete or inaccurate and not teach the correct materials. "Training can, and frequently does, fail to address intended outcomes when those final results are not correctly identified and clearly specified prior to making instructional design decisions. While good front-end examination is no warrant of success, poor examination practically guarantees inability" (VVVV). One improvement that is designed to the ADDIE model is the fact that feedback can be an ongoing process so that imperfections can be found quickly while they are still easy to repair. On-going assessment is obviously needed because if the time is not taken up to determine the correct needs and development is rushed, errors will not be found until after training starts and it could be costly to fix or redesign working out course.
"THE LOOK phase endeavors to identify specific learning aims, topic content, presentation methods and press, learner exercises and evaluation criteria to be utilized" (?????). During the design phase, the info gathered through the analysis period is assessed and put together to create a training curriculum. This period requires rational and creative thinking. A person must get inside the mind of the intended audience. The designers of the program must regulate how the audience loves to learn, the actual personality of the audience is, what type of training methods would best achieve the training objectives, who will the coaches be, and any obstacles that require to be attended to. "THE LOOK period is the organized procedure for research, planning, determining and specifying the entire design of the course targets, lessons planning, topic content, training strategy, mass media, learner exercises, course ware content, and evaluation conditions" (?????).
Development is the 3rd phase of working out planning process. During the development phase, the genuine course materials are manufactured. A successful development stage uses the info collected in the analysis phase and the decisions manufactured in the design stage. "The Development phase is the genuine production and assembly of the materials that were developed in the look phase" (?????). At this time it's important to include whoever is in charge of which elements, time schedules, and deadlines. "In this phase, all sound, video recording, and course ware materials are gathered, well prepared, created and ready to be examined" (?????).
The fourth step in working out planning process is implementation. During implementation, the plan is put into action and an operation for training the learner and trainer is developed. Training materials are sent to the supposed audience. The purpose of this phase is the effective and efficient delivery of training. This period must promote the students' understanding of material, support the students' mastery of goals, and ensure the students' copy of knowledge from working out to the work.
The final phase in the training planning process is the evaluation phase. "The Analysis phase, in a systemic process, considers reviews from the learners. The opinions gathered during this phase measures reaction, identifies what's working rather than working, can determine the success and quality of the delivery, and was created to fine-tune the program" (?????). It validates if the course satisfied its objectives and the potency of the training materials used. It finds out whether the learning went as planned, and it could also reveal any obstacles which may have surfaced, then, by causing revisions, adjustments and corrections as needed, insures the success of the next presentation. Analysis should actually appear throughout the complete training planning process. Companies make large ventures in training, and it is important that the results of training be measurable. The evaluation phase provides the data to the company to show the huge benefits.
The five stages are ongoing activities that continue throughout the life of a training program. After building a training program, the other stages do not end after the training program is implemented. The five stages work just like a loop. They are continually repeated frequently to see if further improvements can be made.
Simply stated, the ADDIE model offers a means for sound decision making in order to determine the who, what, when, where, why, and exactly how of a training development program. It is seen as a an orderly process for gathering and examining collective and specific requirements, and by the ability to respond to discovered training needs. The application of a systems procedure insures that learning programs and the required support materials are continuously developed in a highly effective and effective manner to complement all of the needs in a quickly changing environment. (Branson, 1975)
A go through the phases of the ADDIE process and an instant review of the required outcome of every show an focus on discovering learning requirements, creating measurable learning aims, developing learning activities that ensure students learn the targets, and then measuring to see if the students have satisfied the course aims. The overwhelming power of ADDIE is its capability to create sound instruction. As a procedure for training development, the technique is robust with tools and activities that address education. In conditions of business objectives, effects, and deliverables and its own ability to identify business problems, however, the strategy is weak. It should be clear from the review of each of the stages that the ADDIE model consists of no formal business tools and does not have any activities dedicated to business issues. Without such tools and activities, it is impossible to build up training programs that addresses business issues.
As a methodology for designing engaging education, ADDIE is unrivaled. As a strategy for expanding training programs that solve business issues, however, it generally does not work because it was never intended to solve business problems.
