A military training framework might not be the first thing that comes to mind when designing employee learning solutions. Yet, the ADDIE model has proven its versatility and effectiveness far beyond its initial scope, becoming a cornerstone of instructional design worldwide.
Written by Erik van Vulpen Reviewed by Monika Nemcova 19 minutes read
The ADDIE model is an instructional design tool that can help HR and training professionals create, organize, and streamline effective learning and development programs in their organization. Although developed in the 1970s, the ADDIE training model remains the most commonly used model for instructional design because it’s simple yet highly effective.
In this article, we’ll explore what the ADDIE model is in detail, the advantages and disadvantages of the model, and some ADDIE model examples so that you can start using it today.
ADDIE is a leading learning development model used for instructional design, which is the complete process of designing, developing, and serving learning content. The model is often used to design training and learning & development programs in organizations.
These are the five stages of the learning development process. ADDIE training model provides a streamlined, structured framework that helps you create an effective learning product, whether that’s delivered through an online or offline training program, a coaching session, a presentation, or an information booklet.
ADDIE helps identify the learning need in a structured way and ensures all learning activities serve that goal, which offers an integrated approach to learning. It also guides measuring learning effectiveness because job behaviors, knowledge, and skills are clearly defined within the framework.
In the ADDIE model, each stage must be carried out in order and carefully considered before moving on. Reflection and feedback at each stage ensure continuous improvement.
Although it is considered a leading learning development model, there are multiple advantages and disadvantages of the ADDIE model, as with all models.
Let’s take a closer look at the 5 phases of the ADDIE model of instructional design: Analyze, Design, Develop, Implement, and Evaluate.
In the Analyze phase of the ADDIE process, the first task is to identify the problem you’re trying to solve. For example, maybe it’s poor sales, a non-inclusive culture, or a lack of skills to move to a more digitized organization. From here, you can identify the core business problem and decide whether it can be solved through effective training, or if other organizational development interventions will be more effective. Instructional designers also need to determine and manage stakeholders’ needs.
In the Analyze phase, the training needs analysis (TNA) process helps identify the gap between the actual and desired skills, knowledge, and abilities. With these findings, you can define learning goals and base the training on these.
During this phase, it’s crucial to determine a target audience. You can create one or more trainee “personas” who display the general characteristics, knowledge, and experience of your target audience. Recognizing their needs and expectations will enable you to actively manage these, tailor your training to your audience and make it more relatable.
“To ensure success when using the ADDIE model, it’s essential to have a clear understanding of your target audience and focus on setting clear and measurable learning objectives. This helps guide the content development process and ensures that learners are achieving their desired learning outcomes,” explains Anchal Dhingra, Learning Consulting Manager at AIHR.
Based on all the information gathered in the Analyze phase, you can also map out the resources required for the training. This includes the number of training hours, duration, required budget, facilities, and additional information.
Once you’ve collated all of this information, you can create a full training plan, which will include the who, what, when, where, why, and how of the training.
In the Design phase of the ADDIE model, you translate all the information collated in the Analyze phase into a learning design.
An outline is created that structures the learning intervention and specifies learning objectives for each workshop or lesson. This will include a strategy, delivery methods (e.g., online, offline, blended), lessons, duration, assessment, and feedback.
In this phase, you also select an appropriate evaluation method will be from a learning design standpoint. Based on Kirkpatrick’s model, effectiveness can be measured on different levels.
Not every training justifies measurements on all levels. Measuring reactions to the training may suffice for simpler training. As a rule of thumb, a full impact analysis, or training Return-on-Investment (ROI) calculation, is only justified in 5% of all training, specifically for training with a high investment that tackles a critical business issue (Philips, 2003).
The next step is to create a storyboard and/or prototype so that you can easily communicate the value of the training, particularly to stakeholders. It’s important to brief stakeholders and update them on the learning goals and learning design choices made in this phase. Make sure to align with them before you move to the next phase.
In the Develop phase, you will use your storyboards and/or prototypes as a guide to creating your courses. You’ve already decided on the core learning objectives. Now it’s time to start bringing the training to life.
Consider how the training will be delivered: In-person, online, or a mix of the two (a blended approach)? What will be the instructional strategies, media, and methods? Learning interventions often use multiple methods and ways to deliver the content.
Once you’ve decided, you can then think about whether you want to build this in-house or with an external provider. It’s equally important to decide where it will be hosted and what software and tools you will need (e.g., video conferencing software like Zoom, vendor’s platform, or an LMS).
“Technology is always evolving, and as a result, the tools we use to create learning content are constantly changing too. However, despite these changes, the ADDIE model has remained a timeless framework for instructional design. This is because the ADDIE process describes the fundamental steps needed to develop a learning program, which apply regardless of the tools or technology being used.
While specific tools and methods may vary, the ADDIE model provides a structure for the design, development, and delivery of effective learning programs that has stood the test of time. It’s no surprise that ADDIE has become the standard for learning content production worldwide.”
Nikola Velickovic, Learning Consultant at AIHR
Building the learning product in line with the design represents the bulk of the work in the development phase. You may outsource this part to a trainer who is a subject matter expert or a training organization with relevant knowledge. It is the role of the instructional designer to ensure that the learning product will align with the specifications of the design and the findings in the TNA.
Once you’ve created your course, test for errors like grammar and spelling and ease of navigation. This is not a simple case of clicking through the course but more about content accuracy and utility of navigation. Is your learner able to progress through the course in the way you designed? Is it engaging? What is the duration like?
Conduct pilots and product reviews where different people (including you) test the learning product and training materials. You may want to use web-based tools like Survey Monkey or Qualtrics for users to evaluate the training.
“Incorporate interactivity and engagement into your training materials when using the ADDIE model. This can be achieved through activities, assessments, and simulations, which help reinforce learning and create a more immersive learning experience for your learners.”
Anchal Dhingra, Learning Consulting Manager at AIHR
The final step is to develop a communication strategy to reinforce the importance of learning to your audience. How can you encourage them to devote time and attention to learning? How can you help them prioritize this at work while managing their main job responsibilities? Creating a clear communication strategy will make the learning top-of-mind and help to create more impact.
Once you’ve completed the development stage, it’s time for implementation – the training can commence!
The implementation stage focuses on the delivery of the training and project management. This includes communicating with learners, logistics, data collection, and training trainers for global roll-outs of the learning program.
The training delivery is the key element in this phase. Are there any extra guides or manuals the learners need? How about FAQs that may come up along the way? What is the protocol if users experience technical difficulties during the training? It’s a sensible idea to have additional IT support on hand and let learners know who to contact.
Is there a need for side programs that provide extra support to learners in addition to the main program? These can include weekly one-to-one or group coaching or webinars to deepen the learning and answer any questions the learners might have.
Do any need to make any physical changes in the work environment for certain training activities? For example, extra posters, props, or symbols that reinforce key messages learned.
Now it’s time to share your course or training with your learners. In most cases, courses are uploaded to an LMS, with pre-set delivery options including who is enrolled, pass rates, and collection of feedback, as well as delivery, tracking, and reporting. But this will depend on what you decided in the design phase.
Think about how you can create a buzz around the new learning program and shine a spotlight on desired behaviors. Make sure to give learners ample notice about the start and completion dates of the program.
While evaluation is the next and last stage of the ADDIE model, you can already start gathering your data in the implementation phase of the instructional design process.
Depending on the choices made in the analysis phase, you can use different methods for training evaluation. These can include training evaluation forms and pre-and post-training assessments, potentially with a control group. Commonly used instruments are questionnaires, interviews, observations, knowledge assessments, work assessments, 360-degree feedback, and work output data. Some of these activities fall under the next phase, evaluation.
Evaluation is an integral part of every stage of the ADDIE learning model, but it also gets its own phase. As soon as you deliver your first course or workshop, you want immediate (and continuous) feedback so that you can implement improvements.
It’s important to evaluate at the design, development, and delivery stages and continuously evaluate all elements of the program. After your training is first delivered, there will likely be feedback and questions that were not spotted earlier. Addressing these quickly will immediately improve the training.
At the evaluation phase, you can formally evaluate the learning program using post-assessments, observations, or productivity data. All of these sources will highlight what people learned, how they’ve applied it, and the results achieved.
The instructional design team should evaluate what went well, what can be improved, and learn as a team. Make a list of improvements that the training program needs and implement these before the next training. If the program is going to be shelved, you can still record these improvements so that when the same (or a similar) program is used in the future, these learnings are not lost.
Using your formal evaluation, decide to what degree your initial training met the objectives and goals from the analysis phase. Feed these results back to your stakeholders and inquire about their satisfaction with the training program, as this will provide excellent input for future programs.
Below is a summary of the 5 stages of the ADDIE model for instructional design:
| Phase | Key activities |
| 1. Analyze | Problem identification Training needs analysis Identify top-level learning goal Determine target audience Identify stakeholder needs Map required resources |
| 2. Design | Create a learning intervention outline High-level mapping of learning intervention Mapping of evaluation methods Development of a communication strategy Alignment with stakeholders |
| 3. Develop | Determine the delivery method Production of the learning product Determine the instructional strategies, media, and methods Quality evaluation Development and evaluation of assessments & tooling Deployment of learning technology Development of a communication strategy |
| 4. Implement | Participation in side programs Training delivery & participation Changes in the physical environment Implementation of communication plan Execution of formal evaluation |
| 5. Evaluate | Integral part of each step Evaluation Continuous learning Propose points of improvements Evaluation of the business case |
The focus of this sample training plan for sales representatives is on improving sales skills like rapport building, prospecting, presenting, and negotiating. Training methods such as role-playing will be used to reinforce these skills, while visual aids like infographics will be used to keep the trainees engaged.
| Analysis phase | Identify the need for training specifically for sales representatives (based on low sales numbers or other issues that have arisen) Determine the learning objectives for the training, such as improving communication skills, negotiation, emotional intelligence, or product knowledgeIdentify the target audience for the training as the sales staff Evaluate the existing sales resources and identify any gaps in knowledge or skills |
| Design phase | Develop a training plan that outlines the instructional methods and materials to be used to address the learning objectives Create the instructional content such as training manuals, presentations, and other instructional materials to support the learning objectives Define the assessment methods and develop any necessary evaluation tools to measure the success of the training program Establish the training schedule and logistics, including the number of sessions and their duration, and the timing of each session |
| Development phase | Create any necessary visuals, videos, or multimedia material for the training content Develop role-playing exercises and other interactive elements to be used in the training program Review and refine the instructional content based on feedback from stakeholders Conduct a pilot test of the training content, and make any necessary revisions |
| Implementation phase | Deliver the training sessions to the sales representatives Provide any necessary support or feedback to the learners during the sales training Monitor the learners’ progress and address any issues as they arise |
| Evaluation phase | Gather feedback from the sales representatives about the effectiveness of the training Analyze the assessment results to identify any gaps in knowledge or skills Compare the sales numbers of the reps before and after the training to evaluate the effectiveness of the training Make any necessary modifications to the training based on the evaluation results |
This sample employee training plan will focus on improving public speaking skills including, communication, clarity, connecting with the audience, projecting the voice, tone of voice, creating note cards, designing an engaging slideshow presentation, and body language.
Trainees will build these skills through training methods such as in-person practice sessions. They will also receive theory instruction to gain knowledge of what makes a great presentation.
| Analysis phase | Identify the need for training specifically for anyone who will need to give presentations to large groups as they progress in their career, or anyone who has struggled in the past to deliver compelling presentations or battles with nerves (managers can advise on their teams) Determine the learning objectives for the training, such as improving communication skills, body language, projecting the voice, and connecting with any audience Identify the target audience for the training as anyone who will need to regularly give presentations to large audiences. Evaluate the existing public speaking resources and identify any gaps in knowledge or skills |
| Design phase | Develop a training plan that outlines the instructional methods and materials to be used to address the learning objectives Create the instructional content such as training manuals, presentations, and other instructional materials to support the learning objectives Define the assessment methods and develop any necessary evaluation tools to measure the success of the training program Establish the training schedule and logistics, including the number of sessions and their duration, and the timing of each session |
| Development phase | Create any necessary visuals, videos, or multimedia material for the training content Develop in-person exercises and other interactive elements to be used in the training program Review and refine the instructional content based on feedback from stakeholders Conduct a pilot test of the training content, and make any necessary revisions |
| Implementation phase | Deliver the training sessions to the employees Provide any necessary support or feedback to the learners during the public speaking training Monitor the learners’ progress and address any issues as they arise |
| Evaluation phase | Gather feedback from the employees about the effectiveness of the training Analyze the assessment results to identify any gaps in knowledge or skills Compare the confidence of the employees when giving presentations before and after the training to evaluate its effectiveness Make any necessary modifications to the training based on the evaluation results |
Use a template to streamline task allocation and monitor progress across the ADDIE phases. Taking this structured approach allows you to systematically address all aspects of the instructional design process, meet due dates, and identify and resolve any potential issues.
A template can also facilitate communication and collaboration within the team, providing a shared reference point for the project’s status and next steps.
With this Excel template, you can easily break down the different phases of the ADDIE model process into tasks and track your progress across the project.
This free Powerpoint ADDIE model template allows you to share your project progress with the wider organization in an easy to understand way.
The biggest drawback of going through the ADDIE model process is its speed, or rather, the lack of it. The output of the previous step serves as the input for the next step. This is similar to the traditional ‘waterfall’ method. This approach takes a long time, during which the learning and content needs may change. This can lead to a misfit between the end product and the reason why the process was started in the first place. Rapid instructional design offers a potential solution.
Rapid instructional design is a more agile approach to instructional design. It’s based on rapid development techniques, which originate from software development, and are applied to instructional design. It’s a continuing process, with new aspects being added and evaluated until the program is completed.
This is an iterative approach built on the principles of build–measure–learn, as commonly practiced in the lean methodology.
The figure below shows this iterative process. Prototypes are developed at a rapid pace and continuously aligned with the project planning and project goals. It is not uncommon to have multiple iterations within a specific phase. For example, if the outline does not fit user needs, you will have to iterate the outline (maybe several times) before moving to the design prototype.
An example of this is one of the HR upskilling projects run by AIHR. The training has a blended approach – mostly online learning combined with monthly sessions based on learners’ needs. These sessions aim to motivate learners to complete the e-learning while also providing them with assignments and challenges to solve. These are always related to organizational issues and change over time based on current needs. This creates a program in which employees upskill while also contributing to solving organizational issues in these offline workshops, which helps them to apply what they’ve learned and, ultimately, create business impact.
When applied correctly, the ADDIE model can be used in learning and development initiatives across industries and disciplines to improve individual and group learning and meet learning objectives. Its iterative approach allows for vital feedback at each stage of development which ensures the final product meets your original instructional goals while helping you identify key areas for improvement in the future.
The ADDIE model is a leading learning development model used to design, develop and serve learning content. It offers a structured, integrated approach to learning, and organizations often use it to design employee training programs.
What is the ADDIE model used for?The ADDIE model is used as a systematic framework for instructional design, guiding the process of creating effective learning and development programs. It encompasses five phases—Analyze, Design, Develop, Implement, and Evaluate—to ensure that educational content is aligned with learner needs and achieves desired learning outcomes.
What are the 5 steps of the ADDIE model?Analyze – Identify the problem you are trying to solve in the organizations, e.g. low sales performance.
Design – Translate your goal into a learning design, with a thorough outline.
Develop – Determine the delivery method, and instructional strategies, develop the learning product, and evaluate product quality.
Implement – Deliver the training.
Evaluate – Collect feedback, formally evaluate the training, and implement improvements.
The ADDIE learning development model is commonly used because it’s highly adaptable and suitable for different industries, disciplines, and learning environments, as well for different scale projects.
Its structured approach can boost efficiency and consistency in the quality of course development. Plus, ADDIE is an iterative model which allows for feedback, evaluation, and changes at every stage to ensure learning objectives are met.
Who created the ADDIE model?The ADDIE model was developed by the Center for Educational Technology at Florida State University for the U.S. Army in the 1970s. Their goal was to standardize the process of creating instructional materials and training programs for military personnel, and enable a systematic and effective approach to education and training within the military.
