Distinguishes current HRD gaps from systemic (non-HRD) gaps, anticipates HRD needs based on organizational strategy, and anticipates HRD needs due to changes in technology

ADDIE Model Phases/ Elements

Assessment

Distinguishes current HRD gaps from systemic (non-HRD) gaps, anticipates HRD needs based on organizational strategy, and anticipates HRD needs due to changes in technology

You are to briefly tell how you would conduct an assessment. Then based on the case provide data from the case as well as “dummy” data you need to create to demonstrate evidence of assessment (results). What did the assessment look like as well as your interpretation of it. Address the italicized rubric statement above.

 

Define Purpose

Define Assessment Tools/Methods to Use

Collect and Compile Assessment Data – (if needed create dummy data for analysis)

Strategic/organizational

Task Analysis

Person Analysis

Anticipate HRD needs due to changes in technology

 

Provide Data Analysis & Conclusions/Prioritization

Identify system (non-HRD) issues that are preventing effective performance that cannot be effectively addressed by training and development interventions

 

Design

Defines strategy, objectives, method (fitted to the training target—skill, knowledge, interpersonal competency, or experiential growth), materials, and media (classroom or technological.)  You need to address the italicized rubric statement above. You are to have no more than 4 training objectives (Mager criteria).

 

Define Purpose/strategy

Write Training Objectives

Define Criteria for evaluation

Select Trainers (Criteria for selection)

Draft Lesson Plan (see text for example-p. 153; Figure 5-2)

Select Training Methods and Media (preliminary)

Draft Training Materials

Draft Schedule Program/course

 

Development

Organizes content assets (developed in the design phase) to plan timely and logical delivery of all learning components with proper integration.

 

You need to address the italicized rubric statement above.

 

Implementation

Determines contractor versus in-house facilitator, type of facility, use of technology,              equipment, materials, scheduling/sequencing, constraints, and pilot test if feasible

 

Define Purpose

Decide Make or Buy: Justify

Select Instructional Methods for Training Delivery

Select Any On the Job Methods

Select Job Instruction Training

Select Classroom Instruction

Select Audiovisual Media

Select Computer Based Training (Classroom-Based)

Select Self-Paced/Computer-Based Training Media and Methods

Select Arrangements for the Physical Environment

 

You need to address the italicized rubric statement above.

 

Evaluation

Evaluates data using the four Kirkpatrick levels—reactions, learning (retention), behavior (transfer), and organization-level results

 

You need to address the italicized rubric statement above.

Define Purpose

Select Criteria and Methods of Evaluation

Choose Research Design

Choose Data Collection Methods

Identify Means of Assessing HRD in Monetary Terms

Present Evaluation Data and Interpretation-Was the Training Successful? Why or Why Not?

 

Looking for a Similar Assignment? Let us take care of your classwork while you enjoy your free time! All papers are written from scratch and are 100% Original. Try us today!

0 replies

Leave a Reply

Want to join the discussion?
Feel free to contribute!

Leave a Reply

Your email address will not be published. Required fields are marked *