Learning and Development Module 4 - ADDIE and Instructional Systems Design Model

Question 1

What are the steps of the ADDIE system?

Answer 1

Analyze Needs
Design
Develop
Implement
Evaluate

Question 2

What is done in the needs analysis stage?

Answer 2

Clarifies instructional problems and objectives and identifies the learning need.

This stage also does:
Organizational analysis to assess strategy, priorities, environment, training transfer culture

Task analysis to assess job requirements

Person analysis to assess the desired performance and performance gaps

Question 3

What is done in the design stage?

Answer 3

This phase deals with objectives, content, methods of delivery, and learning principles.

The training objectives identify the key components of performance, condition, and criterion.

Question 4

What is done in the development stage?

Answer 4

Content is developed to address the performance gap and training methods are selected.

Question 5

What is active practice?

Answer 5

It reinforces learning and condition of practice include:
Before training - preparatory information, attentional advice, advance organizers, pre-practice briefs

During training - massed vs distributed practice, whole vs part learning, overlearning

Question 6

What should lesson plans include?

Answer 6

Training objectives
Trainees and an instructor
Time allocation and location
Classroom requirements and seating
Training materials and equipment
Trainee supplies and handouts

Question 7

What needs to be considered when establishing a learning climate?

Answer 7

Pre-arrival contact
Participant welcome
Facility environment
Instructor styles

Seating arrangement:
Classroom - low participant involvement
U-shape - moderate participant involvement
Round tables - high participant involvement

Question 8

What is training transfer?

Answer 8

The ability of the participant to apply the learning outside of the classroom.

Question 9

What is positive transfer?

Answer 9

Training is applied and employee performance improves

Question 10

What is zero transfer?

Answer 10

Training is not applied and employee performance does not change

Question 11

What is negative transfer?

Answer 11

Training is applied and employee performance worsens

Question 12

What is far transfer?

Answer 12

Training can be effectively applied to new an different situations

Question 13

What is horizontal transfer?

Answer 13

Training can be effectively applied to different settings

Question 14

What is vertical transfer?

Answer 14

Training is applied and organization performance improves

Question 15

What is transfer climate?

Answer 15

The degree to which the work environment enables a learner to apply the training

Question 16

What does the evaluation stage consist of?

Answer 16

Summative evaluation: monitor educational outcomes, often for purposes of external accountability. Assesses the program’s worthiness or impact to performance.

Formative evaluation: qualitative in nature. Assesses the quality of materials and program design.

Question 17

What are the four levels of Kirkpatrick’s Evaluation Model measure?

Answer 17

Reaction - what they thought and felt about the training

Learning - the resulting increase in knowledge or capability

Behavior - extent of behavior and capability improvement and application

Results - the effects on the business or environment resulting from the trainee’s performance

Question 18

What are data collection designs?

Answer 18

The manner in which the data is collected, organized, and analyzed.

Question 19

What are the different methods of data collection designs?

Answer 19

1. Non-Experimental Designs
   - single group post only
   - single group pre only
   - times series
2. Experimental and Quasi Experimental Designs
   - single group with control group
   - pre-post with control group
   - times series with comparison group