1 min read · 107 words
Training design runs ADDIE; evaluation runs Kirkpatrick: two frameworks, one system.
ADDIE stages
- Analyse needs via task analysis and performance gaps; design objectives with measurable outcomes.
- Develop materials; implement delivery; evaluate for the improvement loop.
Training vs development
- Training: current job skills, short horizon; development: growth for future roles, career horizon.
- Methods: on-the-job (coaching, mentoring, job rotation, understudy) vs off-the-job (lectures, case, role play, simulations, vestibule).
Kirkpatrick evaluation
- Four levels: reaction, learning, behaviour, results — behaviour transfer is the weak link.
- Transfer supports: manager reinforcement, action plans, refresher touchpoints post-training.
Revise in 30 seconds
- ADDIE: analyse-design-develop-implement-evaluate.
- OJT: coaching, rotation, understudy.
- Kirkpatrick four levels.
- Behaviour transfer is the weak link.
Quick revision
- Analyse needs via task analysis and performance gaps; design objectives with measurable outcomes.
- Develop materials; implement delivery; evaluate for the improvement loop.
- Training: current job skills, short horizon; development: growth for future roles, career horizon.
- Methods: on-the-job (coaching, mentoring, job rotation, understudy) vs off-the-job (lectures, case, role play, simulations, vestibule).
- Four levels: reaction, learning, behaviour, results — behaviour transfer is the weak link.
- Transfer supports: manager reinforcement, action plans, refresher touchpoints post-training.
