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PHR Certification > Module 3.3A: ADDIE > Flashcards

Module 3.3A: ADDIE Flashcards

1
Q

What is ADDIE?

A

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

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2
Q

What are the 5 steps in the ADDIE model?

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

What is Analyze?

A

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.

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4
Q

What is Design?

A

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
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5
Q

What is Develop?

A

focuses on the creation of content and materials.

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

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6
Q

What is Implement?

A

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

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7
Q

What is Evaluate?

A

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.

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8
Q

What is a Needs Analysis?

A

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

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9
Q

What are the different types of analysis?

A
  1. Work/Task analysis
  2. Performance analysis
  3. Content analysis
  4. Training suitability analysis
  5. Cost-benefit analysis
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10
Q

What is Work/Task analysis?

A

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?
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11
Q

What is Performance analysis?

A

used to compare employee performance with the established organizational standard.

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

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12
Q

What is Content analysis?

A

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.

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13
Q

What is Training suitability analysis?

A

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.

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14
Q

What is Cost-benefit analysis?

A

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).

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15
Q

What is Process Flow mapping?

A

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.

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16
Q

What are the different learning levels?

A
  1. Knowledge
  2. Comprehension
  3. Application
  4. Analysis
  5. Synthesis
  6. Evaluation
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17
Q

What is Knowledge?

A

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.

18
Q

What is Comprehension?

A

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

Explain one of coaching strategies learned in leadership skills training

19
Q

What is Application?

A

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

20
Q

What is Analysis?

A

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

21
Q

What is Synthesis?

A

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.

22
Q

What is Evaluation?

A

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.

23
Q

What is Chunking?

A

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

24
Q

What is Sequencing?

A

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

25
Q

What is Assessment?

A

Assessments determine how successfully a training achieves this goal.

Assessment methods need to align with target outcomes to accurately measure participant learning

26
Q

What are the different types of assessment?

A
  1. Formative

2. Summative

27
Q

What is Formative?

A

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

28
Q

What is Summative?

A

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.

29
Q

What is Public Domain?

A

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.

30
Q

What is Fair Use Doctrine?

A

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
31
Q

What is Kirkpatrick’s Model?

A

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.

32
Q

What is Reaction?

A

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.

33
Q

What is Learning?

A

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.

34
Q

What is Behavior?

A

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.

35
Q

What are Results?

A

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.

36
Q

What is a Pilot?

A

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

37
Q

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

A

performance data

38
Q

How can success training program best be assessed?

A

Pre-test/post test

39
Q

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?

A

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

40
Q

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

A

60%

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

41
Q

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

A

complex material presented in parts

42
Q

Which metric is best to assess effectiveness of training?

A

Data on learner’s performance changes over time

PHR Certification (40 decks)

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