Systems, Strategies and Practices, Essay Example

The majority of design paradigms are composed of five steps. The conventionally applied model is the ADDIE paradigm which is an acronym which represents, analyzes, designs, develops, implements and evaluates. The analysis is representative of the analysis of the worker’s needs with regards to training. The designing process is the phase in which the training process is reviewed and planned. The designing process is the phase where the training is produced in the field in the manner that the organizational design has specified. Evaluating is the conclusion of the process and assesses the efficiency of the training program in reaching its goals (Blanchard & Thacker, 2010; Holdell, 2010).

Analyzing is the initial step in the five step training model. In this phase, the human resource personnel review all of the facets of a training challenge and initiate by looking for answers while suggesting a solution (Blanchard & Thacker, 2010; Holdell, 2010).  Designing is the phase of training where the learning goals and results are ascertained with regards to the center of the possible employee tra8ining solution.

Models of the training answers are suggested and revised. The design for the work phase training model takes shape. Developing is the phase of the training model where the training design programs are composed. The outlines of the training processes are produced in the designing stage. In the development process, the training is produced. The implementing phase in the training programs is provided in order to assess the outcomes and to review if the training procedure demonstrates viability as a training tool for the employees in the organization. The preceding steps are predictors of this stage. If the preceding steps were properly implemented, everything should operate as anticipated (Blanchard & Thacker, 2010; Holdell, 2010).

Evaluating is the final phase of the ADDIE process. The evaluating stage is the conclusion of the training model processing. The assessment of the outcomes of the training program initiates during the implementing process. The learning aspect with regards to knowledge attitudes and skills are reviewed subsequent to each class and the outcomes are evaluated. The assessments and the feedback ascertain if the adaptations to the initial phase are required and the outcomes are explored with the workers and organization based human resource administrators (Blanchard & Thacker, 2010; Holdell, 2010).

References

Blanchard, N. P. & Thacker, J. (2010). Effective training: systems, strategies and practices (custom  4^th ed. ). Upper Saddle River, NJ: Prentice Hall.

Holdell, C. (2010). ISD from the ground up: a no nonsense approach to instructional design. USA: American Society for Training and Development.