Module 3.3A: ADDIE

Question 1

What is ADDIE?

Answer 1

foundational instructional design model intended to ensure training curricula are reliable and repeatable.

Question 2

What are the 5 steps in the ADDIE model?

Answer 2

1. Analyze
2. Design
3. Develop
4. Implement
5. Evaluate

Question 3

What is Analyze?

Answer 3

foundational instructional design model intended to ensure training curricula are reliable and repeatable.
determine if a training is appropriate.

A training needs analysis is used to identify the goals of the training, define the audience, and identify how the training supports, furthers, and aligns with organizational goals and needs.

Question 4

What is Design?

Answer 4

This design step addresses what to include in the training and how it should be structured.
inform the specific learning objectives, training methods, and media that will be used
Defining the audience, and possibly the instructor, at this stage can help determine training structure and accessibility needs.

1. Identify desired results
2. Determine acceptable evidence
3. Plan learning experiences

Question 5

What is Develop?

Answer 5

focuses on the creation of content and materials.

Training manuals; facilitator guides; and the deliverable training program, including presentations, handouts, and assessments, are developed.

Question 6

What is Implement?

Answer 6

Implementation includes preparing the training environment, actual delivery of the course, encouraging participant engagement, and refining the course as needed

Question 7

What is Evaluate?

Answer 7

Training programs should be evaluated in terms of their effectiveness to deliver the content and the extent to which participants apply the knowledge and information to their work.

Question 8

What is a Needs Analysis?

Answer 8

An assessment of the current situation in light of future goal to determine next steps forward

Question 9

What are the different types of analysis?

Answer 9

1. Work/Task analysis
2. Performance analysis
3. Content analysis
4. Training suitability analysis
5. Cost-benefit analysis

Question 10

What is Work/Task analysis?

Answer 10

a task analysis determines the main duties of a job and the skills and abilities necessary to complete it.

results of a task analysis can be used to ensure the training content has job relevance

Asks:

• What tasks are performed?
• How often are tasks performed?
• How important is each task?
• What knowledge is needed to perform tasks?
• How difficult is it to perform each task?
• What kinds of training already exist?

Question 11

What is Performance analysis?

Answer 11

used to compare employee performance with the established organizational standard.

does not offer insight into why employees are performing at certain levels.

Question 12

What is Content analysis?

Answer 12

involves reviewing any relevant existing documents, procedure manuals, or regulations related to the subject matter.

used to determine the best delivery method for the content of the training program.

Question 13

What is Training suitability analysis?

Answer 13

A training suitability analysis determines if training is appropriate.

For example, if an entire department is performing below the standard, training could help if a lack of knowledge or skill is the cause.

Question 14

What is Cost-benefit analysis?

Answer 14

attempts to establish the return on investment (ROI) on training and development.

seek to add greater value to the organization (benefit) than the initial investment to create and deliver the training (cost).

Question 15

What is Process Flow mapping?

Answer 15

Process flow mapping, AKA process-flow analysis uses a diagram to visually depict the steps and decisions in a process.

Referred to as a flowchart or process map, shows the flow of the information or materials, the tasks within the process, and the decisions that need to be made throughout the process.

Helpful, especially for visual learners, in gaining a comprehensive understanding of the process.

provide insights regarding how to best maximize process efficiency.

Question 16

What are the different learning levels?

Answer 16

1. Knowledge
2. Comprehension
3. Application
4. Analysis
5. Synthesis
6. Evaluation

Question 17

What is Knowledge?

Answer 17

Be able to recall what was learned. Does not include understand concepts that are recalled.

List four coaching strategies learned in a leadership skills training.

Question 18

What is Comprehension?

Answer 18

Grasp meaning what was learned and demonstrate understanding through summarizing, interpreting, or comparing

Explain one of coaching strategies learned in leadership skills training

Question 19

What is Application?

Answer 19

Use what has been learned in new situation. Involves using what has been learned to identify connections or solve problems

Apply specific coaching strategies in different role-playing scenarios

Question 20

What is Analysis?

Answer 20

Examine information, separate it out into component parts, and understand relationships between them

Analyze why one coaching strategy might be more appropriate than another and use knowledge to determine which strategy to use in role-play scenario

Question 21

What is Synthesis?

Answer 21

Be able to put diverse parts together to form whole, evidenced through creation of new plan

Propose a new coaching strategy using components from multiple learned strategies.

Question 22

What is Evaluation?

Answer 22

Judge value and defend that judgment

Evaluate a variety of coaching strategies for a given situation and select the best option. Be able to explain and defend why the chosen strategy is most effective.

Question 23

What is Chunking?

Answer 23

instructional design strategy where information is broken down into small pieces, or chunks, to aid in the acquisition of new information.

Question 24

What is Sequencing?

Answer 24

arrangement of chunks into an organized way that supports learning objectives. Best order of information will depend on content itself.

Question 25

What is Assessment?

Answer 25

Assessments determine how successfully a training achieves this goal. Assessment methods need to align with target outcomes to accurately measure participant learning

Question 26

What are the different types of assessment?

Answer 26

1. Formative | 2. Summative

Question 27

What is Formative?

Answer 27

used to gauge the progress of a learner throughout the training program. indicate to the facilitator when topics may need to be reviewed or approached from a different angle Common formative assessments include games, presentations, quizzes, and group activities

Question 28

What is Summative?

Answer 28

occur at the end of the training. cumulative and evaluate how well a learner is able to recall and apply information delivered throughout the training. help identify the material and delivery techniques that were most effective over the course of the training. include exams and surveys.

Question 29

What is Public Domain?

Answer 29

Original works are protected by copyright for the creator’s lifetime plus 70 years. Works-for-hire are protected either for 120 years since creation or 95 since first publication, whichever comes first.

Question 30

What is Fair Use Doctrine?

Answer 30

Works used for the specific purpose of criticism, commentary, news reporting, or teaching may not be copyright infringement, depending on: 1. purpose of use, educational, nonprofit, or profit 2. nature of original work 3. amount of work that will be used 4. the effect of use may have on work's market value

Question 31

What is Kirkpatrick's Model?

Answer 31

One of the most widely used models for learning evaluation criteria. Outlines four levels for training evaluation: reaction, learning, behavior, and results. Each level is progressive and moves from individual impact towards organizational impact.

Question 32

What is Reaction?

Answer 32

measurement of participant response to a training. Measured by participant evaluation at the end of a training, the reaction level evaluates whether participants consider the training engaging and relevant. Training managers commonly use this level of evaluation.

Question 33

What is Learning?

Answer 33

determined by the completion of a knowledge-based assessment may be compared with a preliminary assessment that can be used to determine what knowledge was gained. Supervisors commonly used this level of evaluation.

Question 34

What is Behavior?

Answer 34

determines the extent to which training participants apply what they learned to their work. measured by performance evaluation or observation, this evaluation is concerned with what sticks over time level of evaluation is usually conducted three to six weeks after the training. Managers commonly use this level of evaluation.

Question 35

What are Results?

Answer 35

measures to what extent the target outcomes of the training are achieved. measurement of how the training program impacts the entire organization. Results evaluations look at organization-wide metrics including productivity, efficiency, and revenue. Executives commonly use this level of evaluation.

Question 36

What is a Pilot?

Answer 36

A pilot program is essentially a trial run of a training program, usually smaller in scale than the actual training provides the opportunity to closely scrutinize the training program before it is rolled out to the whole organization can be used to gather preliminary data about training effectiveness that could not otherwise be obtained prior to implementation. A pilot test can do the following: - Confirm if the program is fully ready to be implemented. - Gauge the reaction of the training’s target population to the program. - Highlight where adjustments need to be made, especially in relation to time and resources. - Provide opportunities for improvement and refinement. - Ensure metrics and assessments are accurate and authentic measures of the training’s success The primary purpose of a pilot program is to ensure the training program is poised to achieve the target outcomes

Question 37

The best source to use in determining the training needs of employees is:

Answer 37

performance data

Question 38

How can success training program best be assessed?

Answer 38

Pre-test/post test

Question 39

An organization is implementing comprehensive training program for new managers and debating value of internal versus external training programs. Which of following should be the first consideration?

Answer 39

Availability of in-house staff with sufficient expertise to conduct training

Question 40

A training group scored 50 on pre-test and 80 on post-test. By how much has the training increased participants' knowledge?

Answer 40

60% (80-50)/(100-50) x 100

Question 41

An employee development program is likely to be most successful when:

Answer 41

complex material presented in parts

Question 42

Which metric is best to assess effectiveness of training?

Answer 42

Data on learner's performance changes over time