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Analysis Phase: Input Process Output

The document outlines the 5 phases of the ADDIE model for instructional design: analysis, design, development, implementation, and evaluation. The analysis phase involves analyzing organizational objectives, resources, environment, and performance to identify training needs. The design phase develops learning objectives and strategies based on learning theory. The development phase creates instructional materials, equipment, and manuals. The implementation phase pilots and conducts the training program. The evaluation phase assesses the process, content, learning, behavior, and results of the training.

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Amir Ali
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© Attribution Non-Commercial (BY-NC)
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Download as PPT, PDF, TXT or read online on Scribd
35 views

Analysis Phase: Input Process Output

The document outlines the 5 phases of the ADDIE model for instructional design: analysis, design, development, implementation, and evaluation. The analysis phase involves analyzing organizational objectives, resources, environment, and performance to identify training needs. The design phase develops learning objectives and strategies based on learning theory. The development phase creates instructional materials, equipment, and manuals. The implementation phase pilots and conducts the training program. The evaluation phase assesses the process, content, learning, behavior, and results of the training.

Uploaded by

Amir Ali
Copyright
© Attribution Non-Commercial (BY-NC)
Available Formats
Download as PPT, PDF, TXT or read online on Scribd
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Analysis Phase

Input Process Output


Organizational
Analysis
Objectives
Resources
Environment Training
Needs

TRIGGER Identify
Operational
Actual Organizational Performance
Analysis
Performance Expected Discrepancy (PD)
(AOP) < Expected Performance PD = EP AP
Organizational (EP) and
Performance (EOP) Causes of PD
Non
Training
Person Analysis Needs
Actual
Performance
(AP)
Design Phase
Input Process Output
Learning
Theory
Determine factors
that facilitate
learning & transfer
Develop
Training Identify alternative
Needs Training method of
instruction
Objectives
Evaluation
Organizational objectives
Constraints
Development Phase

Input Process Output

Instructional
Material

Instructional
Determine Equipment
Factors That Instructional
Facilitate Strategy
Learning &
Transfer Trainee and
Trainer
Manuals
Alternative
Instructional
Methods Facilities
Implementation Phase
Input Process Output

Instructional
Material

Instructional
Equipment
Pilot Training
Program Implementation
Apply
Trainee and
Trainer
Manuals
Evaluation
Implementation
and
Facilities Assessment of
Utility
Evaluation Phase

Input Process Output

Process
Measures
Evaluation
Evaluation Strategy
Objectives and
Design
Content
Measures
Organizational - Reaction
Constraints - Learning
- Behavior
- Results
Design Issues
Linking Training With Performance
WHY PERFORMANCE APPRAISAL ???
 Identify current job performance level

 Identify individual employees strength & weaknesses

 Motivate and encourage the individual employee

 Reward employees for their contribution to org

objective
 Identify training and Development needs

 Plan future development of individuals

 Discuss salary, promotion and training


Skills necessary to promote Training
Structured approach

Increase employee commitment
 Enhance employee motivation
 Improve organizational performance
 Reduce costs and improve profitability
 Promote the benefits of training
 Develop effective communication skills
 Cultivate proactive trainer roles
Methods of Promoting Training
Marketing Training
 Communication of Training message
 An analysis of current role of training within organisation
 How the training contribute toward achieving org goals
 Training investment or cost
 How training will assist in employee development
 Current training policies and procedures
 Management support and responsibility
 How management can involve in training
 Training appraisals
 Training effectiveness

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