SHRM CP 2020-21- ADDIE Model

Which is the primary purpose of creating and communicating training program objectives?

1. To alert participants to the most important content 2. To satisfy the key stakeholders about the value of training 3. To determine who is qualified to attend the training 4. To support measurement of the acquisition of learning (4) Rationale Objectives not only guide the development of the course; they also provide a way to measure learning when training is completed.

Which is a primary purpose of conducting a training and development needs assessment?

1. To eliminate the bias that is inherently incorporated into program development 2. To align organizational effectiveness and development initiatives and corporate goals 3. To reduce the expense of course development and implementation 4. To make the selection of participants more streamlined and efficient. (2) Rationale The job of training and development is to support company goals. Therefore, a needs assessment allows organizational effectiveness and development leaders to develop training that advances the organization's goals.

Which describes the environment where adults learn best?

1. Training has a delayed impact. 2. Debating ideas is encouraged. 3. Learning is subject-focused. 4. Preferred answers are communicated. (2) Rationale In an environment focused on adult learners, the participants are resources to each other and bring a wealth of knowledge and experience. The instructor should encourage debating and challenging of ideas and create a participative and collaborative environment.

During the developmental phase what choices are made?

1. Types of learning activities 2. methods of training delivery 3. technology tools to be used

Advantages to instructor-led training

1. allows instructor to provide feedback 2, gives individual attention 3. supports a wider variety of learning activities 4. encourages group feedback and idea sharing

30/60/90-day Action Plans include

1. clear definition of objectives 2. specific deliveries that are aligned with the objectives 3. discrete themes for each plan stage 4. clear set of activities with dates (short and long-term goals) 5. a simple scorecard to measure achievements

Design phase key components are

1. composing goals and objectives 2. outline the flow and structure of the program. 3. defining target audience.

Advantages to self-directed study

1. flexible, self-paced 2. opportunities for testing and retesting 3. focus on certain areas 4. cost-effective 5.reduce need for instructors 6. training available consistently and in various ways

Bloom's Taxonomy hierarchy

1. knowledge, remembering facts 2. recognition of learning content when content is presented differently. 3. application of learning to an example in order to draw a conclusion or identify a principle at work. 4. using learning content to analyze the causes or possible outcomes in an example. 5. using learning content to create new solutions to a problem. 6. making judgements about the value of materials and methods for given purposes.

Disadvantages to self-directed study

1. learners must be highly motivated and organized 2. direct feedback is limited 3. sometimes miss important content 4. development may be expensive 5. absence of instructor may make program less credible in some cultures. 6. some learners are uncomfortable with high levels of responsibility for their own learning. 7. sharing of knowledge may not be possible

Disadvantages to on-the-job training

1. may be difficult to schedule 2. may be potential safety issue 3. may be distracting to co-workers 4. time and resource intensive 5. subject matter and process experts needed to demonstrate and provide feedback 6. if unstructured, performance may dip when unsupervised

E-learning

Delivery of formal and informal training and educational materials, processes, and programs via the use of electronic media.

D (first D)

Design

D (second D)

Development

Technology tools

E-learning Portals Learning Management system (LMS) Webinars Mobile learning Virtual-world simulations social media

On-the-job training

Education and training provided by an employer (managers & supervisors) that usually takes place at a work site. supplied with learning aids such as diagrams or process models.

E

Evaluation

Individual level of developmental needs

Focuses on individual employees and how they perform their job. (Sometimes this is determined through performance evaluations) -who should be trained? -What type of training is needed? Example: 1. Performance evaluations reveal gaps. Managers and employees create and develop a plan for areas of growth opportunities.

Organizational Level of developmental needs

Identifies the KSAs employees will need in the future. -where is training needed in the organization? -what are the conditions under which training will be conducted? Examples: 1. Departments with high turn-over, low performance, or skill deficiencies are identified. 2. The anticipated needs of departments that will expand or face future challenges are identified.

I

Implementation

Implementation activities

Pilot program Revisions to content Announcements and launch events Participate scheduling Preparation of the learning environment

Blended learning

Planned approach to learning that includes a combination of instructor-led training, self-directed study, and/or on-the-job training.

Learning Management System (LMS)

System that holds course content information and has the capability of tracking and managing employee course registrations, career development, and other employee development activities.

Participatory learning

The learner interacts with the instructor, a group of co-learners, or a learning object/process, includes facilitated group discussions and questions-and-answer sessions as well as much more... Case studies round robin role plays structured exercise simulations fishbowl activities T-groups

Mobile learning

Training delivered using a mobile device such as a smartphone, netbook, notebook computer, or iPad

Characteristics of an instructor

Training expertise Subject matter expertise Consulting skills Credibility with local audience Qualifications, education, certification Cultural Familiarity Communication and language expertise

Instructor-led training

Training is a traditional and frequently used mode of training. It involves an instructor or facilitator who leads, facilitates, or trains online. Includes: presentations, lectures, case-studies, readings, demonstrations, group discussions, or simulations.

Wester Adult learning principles vs cultural implications

Western Adult Learning Principles: 1. Practical, real world issues 2. Active involvement 3. Active participation, lively debates, exchange of ideas 4. Individual goals & expectations of training 5. Situational and Problem-focused learning 6. Ability to direct their own learning Cultural Implications 1. Many cultures value training that is knowledge-intensive, abstract, conceptual and not practical. 2. In many cultures, learners expect lectures. May perceive instructors asking questions and relying on group discussions as ineffective or less credible. 3. In some cultures, participation may be perceived as disruptive and disrespectful to the instructor. 4. In some cultures, goals of a group are more important than individual goals. 5. Most of the world favors a topic-to-subject centered approach to learning opposed to situational or problem-focused learning. 6. In many cultures, learning tasks are the responsibility of the instructor.

Western culture training programs are

based on principles of adult learning which may not serve different cultural perspectives.

Specific country legislation often mandates that all employee-related materials

be translated into the local language.

The selection of learning activities is guided

by the demands of the program's goals and objectives and by cultural factors and learning styles.

Bloom's Taxonomy

concept based on learning objectives proceeding in a hierarchical manner - starting with the lowest level.

Translation

conversion of written word from one language to another.

Instructor selection is critical to base on the

cultural and learning needs of the audience

Analysis

data is collected to identify gaps between actual and desired organizational performance. -gaps point to lack of employee KSAs -then objectives are established for training

The fourth phase of the ADDIE model is

implementation.

A needs analysis is

the process used to identify, articulate, and document an organization's developmental needs.

Implementation

the process where the program is delivered to the target.

If the analysis phase in the ADDIE model is skipped (because the organization has "a pretty good idea of what the problem is")

the program design phase may not address the real issues of the problem like cultural differences of the audience or contain the content to meet the needs.

The success of each phase in the ADDIE model depends on

the time, effort, and resources dedicated to the previous phase.

Webinars

trainings that are held using the internet for transmission, the facilitator is at one location and communicates electronically to others in different locations.

Interpretation

process of translating the spoken word into another language.

Kirkpatrick's four levels of evaluation

reaction, learning, behavior, results

Blended learning method is a more viable option for organizations that

struggle delivering standardized training content to a multicultural audience.

Transfer of learning is

the effective continuing on-the-job application of knowledge and skills gained through the training experience.

Portals

A gateway that provides access to a variety of relevant information from many different internet sources.

Which best describes how adult learners differ from younger learners?

1. Adults refer to past experiences and want opportunities to share them. 2. Adults assess their own progress and do not need feedback from the instructor. 3. Adults demonstrate greater openness to new ideas than student learners do. 4. Adults are motivated through external incentives since self-satisfaction is most important. (1) Rationale Adult learners are experience-based and have a wide variety of experiences to share. However, as a result, they may have formed habits and assumptions that make them less open to new ideas. While self-satisfaction is important, so are external rewards. Adult learners want to know how they are progressing and want feedback.

Gaps between actual and desired performance are best identified in which phase of the ADDIE process?

1. Analysis 2. Design 3. Development 4. Evaluation (1) Rationale Training gaps are best identified during the assessment phase of training. The design and development of the training program and evaluation tools are based on the performance gap analysis.

A company conducts a sexual harassment training program for first-line supervisors and managers due to the unacceptable level of complaints. Which action should HR take to best show the effectiveness of the training?

1. Ask managers to observe employee behavior on the job. 2. Ask attendees how the training will reduce harassment complaints. 3. Send out an evaluation form three months after the training. 4. Document the number of complaints before and after training. (4) Rationale The results level is the highest level of training evaluation. Although it may be difficult to separate other factors from the training, a quantifiable result pinpoints the effect on organizational goals.

In the past, a customer service training program received low participant satisfaction scores. What recommendation should HR propose in order to enhance the effectiveness of the program?

1. Assign a different trainer to teach the course. 2. Shorten the course to minimize time away from work. 3. Obtain feedback from members of the target audience. 4. Ask managers to mandate participation in the program. (3) Rationale To overcome resistance to training, it is helpful to involve members of the target audience to determine the content that is needed and how it should be delivered.

Which is the best approach to use during a training needs analysis in a workforce with low power distance?

1. Distribute the needs analysis electronically. 2. Conduct needs analyses in a participative manner. 3. Require all employees to complete the analysis. 4. Ask supervisors and managers to provide information. (2) Rationale Individuals in low power distance cultures tend to prefer a more participative management style. The other options all indicate organizational cultures that have high power distance.

A government-mandated seminar on safety was recently converted to an e-learning course and is available on the organization's intranet. The course consists of self-study units with accompanying quizzes and e-mail access to a subject matter expert. Which best describes the primary benefit of this approach?

1. Employees have easy access to someone who can answer questions. 2. Participants can complete the training when it is convenient for them. 3. Internal or external trainers can be eliminated, reducing costs. 4. The organization can track the training that each employee completes. (2) Rationale The most important benefit of e-learning is that participants can work through the course at their convenience, making it more likely that they will actually complete the training. While it is nice to have access to a subject matter expert and track training results (especially for mandated courses), it is most important that the training is actually completed.

A domestic organization has staff dispersed throughout multiple states. There is a compliance requirement for a conflict of interest course that everyone must take. What is the best solution for the internal delivery of this course?

1. Gamification 2. Mobile learning 3. Social media 4. YouTube (2) Rationale Mobile learning is the best solution for this course, since there will be no travel costs and employees can take the course at any time. Gamification is probably not a good choice for a compliance course, and this answer does not address how to deliver the course in any case. Social media is not optimum for delivery of training, and, while YouTube could be an option, it is not internal.

Which characteristic is critical to a good training objective?

1. Including the consequences of not meeting the learning objective 2. Communicating the role that management plays in the training outcomes 3. Stating what the learner will be able to do after the training 4. Detailing directions for meeting the objective in a detailed, step-by-step fashion (3) ationale A training objective defines the behavioral outcomes participants can expect from the training experience. The training is built around the objectives.

How might an HR professional design a learning activity to best meet the needs of a kinesthetic learner?

1. Incorporating an interactive group presentation 2. Having learners attend an expert lecture series 3. Having learners view a slide presentation 4. Having learners review an audio summary of a meeting (1) Rationale A kinesthetic learner is a hands-on learner. This type of learner learns best by doing rather than watching or listening. Putting together a presentation allows the learner to play an active role in the learning.

Which level of learner participation offers the best opportunity for retention?

1. Lecturing 2. Reading 3. Immediate use 4. Demonstrating (3) Rationale Immediate use of learning provides a 90% or higher retention rate in on-the-job activities.

Which is a disadvantage of instructor-led training?

1. Less individual attention for learners 2. Less effective for large groups 3. Limited variety of learning activities 4. Less group feedback and idea sharing (2) Rationale While instructor-led training provides for a variety of learning activities, individual attention, and idea sharing, it can be less effective for large groups of people and may present logistical and geographic challenges.

Three levels of developmental needs are

1. Organizational 2. Task 3. Individual

Which is the most important reason for training professionals to understand their own learning style?

1. People tend to teach the way they prefer to learn. 2. Adult learners are aware of different learning styles. 3. Visual learners typically make the best facilitators. 4. Training is designed for a specific learning style. (1) Rationale Training professionals need to understand their own learning styles, because they tend to teach others with the method by which they prefer to learn. Being aware of that makes them more cognizant of the need to develop activities that cater to a variety of learning styles.

The group of individuals you will be delivering training to like both interaction and a safe learning environment. Which of the following adult learning principles applies in this case?

1. Providing real-world issues or examples to show how learning can be transferred back to jobs 2. Allowing debate and challenge of ideas but managing disagreements so as to be respectful of all perspectives 3. Listening to and respecting trainees' opinions to promote a positive and respectful learning environment for all 4. Setting clear objectives in order to discover each trainee's anticipated learning outcomes. (2) Rationale Allowing debate and challenge of ideas is most suitable for adult learners who prefer interaction up to certain degree. The other options work best for adult learners who have other learning styles and preferences.

A manager approves a training course on the condition that it includes some way of ensuring that the training reinforces critical learning objectives. Which strategy should an HR manager employ to best meet the manager's needs?

1. Surveying all participants before and after each class 2. Conducting a pilot program for a limited group 3. Revising content to meet the manager's demands 4. Researching similar programs in other companies (2) Rationale A pilot allows for a test run of the program with selected members of the target audience in a controlled environment. Participants and other key stakeholders have the opportunity to evaluate the program's effectiveness and identify specific changes that will strengthen the program. After the pilot, the program is revised and released for mass delivery.

Disadvantages of blended learning

1. methods must be carefully chosen based on strategic objectives or it may fail. 2. may have technology and security constraints to overcome 3. more coordination due to use of multiple methods 4. costs of all methods must be fully anticipated 5. more time required to develop all aspects of program

Advantages of blended learning

1. multiple methods meet learning objectives and cultural needs. 2. adaptive to multiple cultures 3. facilitates both independent and collaborative learning 4. scheduling and facility flexibility 5. lower deliver costs than face-to-face learning 6. array of possibilities for interaction and enhanced learning.

A needs analysis identifites

1. organization's goals and effectiveness in reaching those goals. 2. gaps/discrepancies between actual and desired performance. 3. competency and skill gaps. 4. types of programs needed. 5. critical cultural influences that may affect the design and delivery of training. 6. training program based on fact rather than intuition. 7. anticipated challenges and areas of potential learner resistance. 8. base-line information to evaluate effectiveness. 9. resources and logistical limitations. 10. Parameters for cost-effective programs.

Transfer of learning is an important outcome which needs to be supported by

1. organizations need to participate to apply the knowledge 2. participants need to share their new skills and knowledge with co-workers 3. an action plan needs to be put in place to measure the effectiveness - 30/60/90 day action plans

Learning activities inclde

1. passive experiences 2. participatory experiences

Training activities that require participants to debate employment practices may be difficult for employees from what type of culture?

1. power distance culture 2. High power distance culture 3. Low-context culture 4. High-context culture (2) Rationale In high power distance organizations, less powerful employees accept autocratic and paternalistic structures and may be unwilling to debate or question decisions of leadership.

Design objectives serve many functions

1. provide a focus for the design 2. alerting participants to what they should know at the end of the program. 3. contributing to the process of knowledge and skill transfer. 4. providing a means of measuring what was learned.

Advantages to on-the-job training

1. relevant to the job 2. relies on and takes advantage of the real environment 3. opportunity for immediate feedback 4. applicable for individuals and small groups 5. allow for gradual build up of skills needed for the job

Three training delivery methods:

1. self-directed study 2. instructor-led training 3. on-the-job training

steps in on-job training

1. the skill is demonstrated 2. the learner is allowed to practice the skill 3. the trainer delivers immediate feedback on performance 4. learner is retested

Disadvantages to instructor-led training

1. time and resource intensive 2. decreased opportunity for participation as group size increases. 3. greater logistical and geographical challenges

Factors global organizations can explore and evaluate needs analysis by

1.identify cultural influences, training needs, and considerations in locations that are non-headquarters. 2. identify current and future readiness and skill needs of local workforce, including the nature and quality of the education systems. 3. identify current and future training and support requirements of the assignees.

A

Analysis (of need)

A standard instructional design model that is conducive to all learning styles is

ADDIE model

Self-directed study

Allows learners to progress at their own pace without the assistance of an instructor (job aids, workbooks, MP3s and streaming materials assist this). Learner has to be motivated and can be cost effective (less instructors)

Design phase

Broad goals and objectives are developed and broad plans for the treatment of the content and strategy for implementation are made. Outcome is an architecture or rough sketch of what the final program will look like.

Task level of developmental needs

Compares job requirements to employee KSAs to identify areas requiring improvement. -what needs to be taught? -what must be done to do the job effectively? Examples: 1. Completion of paper-base forms is changing to computerized data. Procedure and data entry training is needed.

Passive learning activities

Learner reads, listens, or observes. lecture, demonstration, role modeling

Reaction

Level -1 How participants felt about program? Use checklists, questionnaires, interviews

In Kirkpatrick's evaluation approach, what level measures changes in productivity after training?

Level 1: Reaction Level 2: Learning Level 3: Behavior Level 4: Results (4) Rationale A Level 4 evaluation assesses training in terms of business results such as customer satisfaction or productivity ratings.

Pilot testing allows evaluation of

Level of content detail and sequencing Effectiveness and cultural appropriateness Time allotted to key activities Usability and potential constraints in delivery Content and design meets intended objectives

Low Power vs High Power (cultural influences of needs analysis)

Lower Power 1. decisions on who should participate in training are based on developmental needs or skill deficiencies. 2. individual or group training needs are based on formal performance evaluations and specific developmental objectives High Power 1. decisions on who should participate in training may be based on group membership. 2. individual or group deficiencies or developmental needs may not be expressed. Individuals may be reluctant to discuss or shar skill deficiencies or developmental needs because this causes them to lose face.

Analysis phase is completed by

a needs analysis (or needs assessment)

Pairing instructors is effective because

allows for larger groups reduces stress on single instructor

Pilot testing programs

are offered in a controlled environment to a segment of the target audience to identify potential problems and assess initial effectiveness.

Learning goals and objectives statement

describes what participants will do and learn and the behaviors they will practice at the end.

The second phase of the ADDIE model

design

Evaluations can

determine program achievements and objectives identify best practices, strengths, and weaknesses help assess cost-benefit ration identify who benefited the most/least gather data to assist in design & marketing for future programs determine the content and methods were appropriate establish database to assist in future strategic decision making.

The development phase

determines which materials are created, purchased, or modified to meet the stated objectives.

The third phase in the ADDIE model is

development.

Mixed or blended learning strategies maybe more

effective than single strategy learning.

The fifth and final phase of the ADDIE model involves measuring the effectiveness of training

evaluation

Analysis phase

first phase in the ADDIE model

some cultures prefer to learn

from a deductive (general to specific) rather than inductive like Western cultures.

Once the pilot test and content revisions are made

key decisions about translation and interpretation need to be decided.

Changes in aspects of program or delivery methods may happen due to

logistical = location, equipment & environment concerns, space and facilities. practical reasons= holidays, time zone, shifts

Technology helps deliver training programs

more efficiently more effectively makes access more equitable aligns training with employee's lives (choose when and where to learn) gives HR more control over administering training

Cultural influence

on information that is shared and the developmental and training needs identified. This is considered the power distance of culture and needs analysis.

Evaluation considerations

participant reactions Retention of new information Application of new procedures Changes in behavior on the job Changes in organizational behavior