MDS Corporation’s Training Plan Using ADDIE Model

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Table of Contents

Analysis
Design
Development
Implementation
Evaluation
Conclusion
References

Analysis

MDS Corporation provides all kinds of delivery services, and it is in the business for five years already. There are numerous competitors, and there is a training issue in the organization. Sixty percent of respondents are not ready to start using new technologies and may need additional training, and some workers currently do not meet the KSA requirements of the company. Analysis of data has shown that there are few performance gaps. This problem needs to be solved with technology training that is often used by corporations in this business.

A goal should be selected before any training is conducted. Students are expected to be able to use new computer software, create relationships in the workplace, and perform necessary tasks much faster after the training. It is necessary to analyze all the available information before training is conducted. ADDIE model is used by numerous corporations in the world. Mayfield (2011) states that “it is a framework useful for examining, creating, and implementing development and learning programs” (p. 19). Differently put, it is a particular guideline that was developed to help companies with the organization of training. It is essential to gather all the available data. Analysis of this data will be critical to the overall success of the process, and necessary for the development of instruction.

Design

It is one of the crucial stages of the whole process because prototype is developed. A company needs to make sure that the sequencing of training is logical to maximize the benefit from learning. Instruction should be established promptly to avoid any problems with scheduling (Van Rooij, 2010). Personal qualities of students should be considered during this phase (Morrison, Ross, Kemp, & Kalmen, 2010). The planned duration is going to be one month. It is important to consider that the target group consists of 200 employees. Five external trainers will be hired, and they will focus on a group of 40 students each.

The program will include such topics as new technologies, computer software, communication training, team-building, and development training. Private courses were chosen as a form of delivery. Many resources will be needed from the organization. Five training rooms should be prepared. The company already has the necessary desks and chairs. Five image projectors will be bought, and they will cost 1000$. Also, fifty laptops are going to be purchased, and they will cost 6000$. The expected price of training is 400,000$. The overall cost is going to be 407,000$. However, there may be some additional expenses.

Development

It is highly necessary to develop the instruction that will help to improve the overall performance levels of workers (Molenda, 2015). Such materials as paper-based handouts and guides that contain all the necessary information will be developed and given out to the students. Skype will be used as a communication tool. Such learning aids as books and charts will be used. Also, diagrams and presentations will be developed with a help of such tools as Microsoft Power and Adobe Photoshop. Such activities as conferences and games that improve teamwork will be planned. The whole process will consist of three modules with an evaluation at the ending of each stage. Such tools as surveys and tests will be developed to help with assessment.

Implementation

The core aspect of this stage is to consider cost and time constraints (Labin, 2012). All three pieces of training will be combined to minimize the expenses, and they will be covered by external specialists. One individual will also learn how to conduct training in the future. The firm is not going to use computer-based training because human factor is crucial, and professionals will guarantee the quality of provided services. This is going to be a daily schedule:

08:00-08:10 Introductions
08:10-09:00 New technologies
09:00-09:10 Break
09:10-10:00 Computer Software
10:00-10:10 Break
10:10-11:00 Communication training
11:00-11:10 Break
11:10-12:00 Team-building
12:00-13:00 Lunch
13:00-13:50 Development Training
13:50-14:00 Break
14:00-16:00 Questions and answers

The topics for discussion will often change, and the schedule may change depending on the situation. It is crucial to ensure that there are short breaks between the sessions to make sure that students have enough time to rest.

Evaluation

Companies often disregard this stage and think that it is not that important. Chyung (2015) states that “evaluation feeds evidence-based information back to next cycle of performance improvement” (p. 77). Differently put, assessment is necessary to make sure that expenses on training are reasonable. The evaluation of reaction will be conducted on the first day, and then every two weeks. Feedback sheets will be given out to evaluate if the responses are positive. Also, some students will be interviewed to see if they are satisfied with the process.

The evaluation of learning will be performed with a use of tests that students must take every two days. The results will be analyzed to figure out if there is progress. Also, monitoring will be used because it is an essential part of this stage. The evaluation of behavior will be performed before and after the training. Such methods of assessment as surveys will be used, and trainers will also be interviewed. It will be conducted every week. The evaluation of results will be carried out at the end of the process. Such methods of assessment as exams and surveys will be used to see if the students can use new computer software, their communication skill have increased and if the overall performance has improved.

Conclusion

In conclusion, ADDIE model is extremely useful when a company is trying to conduct a fast and efficient training. All of the possible external factors should be considered to make sure that the process is successful. Overall, attention should be devoted to funding and scheduling.

References

Chyung, S. Y. (2015). Foundational concepts for conducting program evaluations. Performance Improvement Quarterly, 27(4), 77-96.

Labin, J. (2012). Real world training design: Navigating common constraints for exceptional results. Alexandria, VA: ASTD Press.

Mayfield, M. (2011). Creating training and development programs: using the ADDIE method. Development and Learning in Organizations, 25(3), 19-22.

Molenda, M. (2015). In search of the elusive ADDIE model. Performance Improvement, 54(2), 40-42.

Morrison, G., Ross, S., Kemp J. E. & Kalmen, H. (2010). Designing effective instruction (6th ed.) Hoboken, NJ: John Wiley & Sons.

Van Rooij, S. W. (2010). Project management in instructional design: ADDIE is not enough. British Journal of Educational Technology, 41(5), 852-864.

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