the ADDIE model



#1 Heather beck

TuesdayOct 3 at 6:12pm

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Kopp states “Addie is an acronym that stands for “analysis, design, development, implementation, and evaluation.” (2014) In any effective training program the ADDIE model can help ensure the effectiveness stays. The outside world changes around us on a daily basis. These change cause a ripple effect and everything slowly changes around it. Training is no exception to this. You need to analyze what needs to be changed or improved in your current training. From there you design the training. Then you will develop the training or change. This is where changes are made. The implementation is when the change or training is rolled out to the employees. From there you evaluate the change and ensure that it is effective and successful. In my current job each employee goes through the initial training program. This all takes place in a classroom setting for six to eight weeks. Then the agent have a week of what is called nesting. Then from there they are on their own. This normally creates most of our attrition. The new agents are unsure and not ready to be on their own yet. Due to the high attrition there needs to be more of nesting time for new agents. Kopp states that “the analysis phase of ADDIE is a deeper variation of root cause analysis. In root cause analysis we try to pin point the reasons for the performance problems to see if the job performance gaps are due to the work environment.”(2014) I think that going from so much support in nesting to having little support once in production in just a week causes issues for the agents. We should offer two weeks of nesting to the agents that do not feel they are ready for full production. There is so much information any call can be about and the calls are back to back and in full production the agents only have limited floor support. While in nesting the support ration is higher to the agents. Extending the nesting to two weeks is very small change that will make the new agents much happier and more confident. The extra support and more time with the support will get them ready for full production. Currently on the first day of nesting the agents have a lot of questions. By the time they are on day five they have less and less questions. Adding five extra days will make them feel more comfortable. This will help the agents over all metrics and keep them coming to work. Thus lower the attrition.  In order to test this you can try the extra support on one new hire class. Use their attrition and week two metrics to see the improvement.


Kopp.D.M. (2014). Humana Resource Development: Performance improvement through learning. San Diego, CA: Bridgepoint Education.

#2 Mary Corigliano

WednesdayOct 4 at 5:10pm

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“The ADDIE is an acronym stands for analysis, design, development, implementation, and evaluation” (Kopp, 2014).  As a trainer it is important to step back and analyze if training is needed and what skills might need to be enhanced.  I believe that the FDI analysis would be the most beneficial in my current position as an insurance agent.  The FDI is a training course that measures performance gaps in individual results.  In a sales based environment, any kind of sign of improvement needed is on an individual bases, so with the FDI the agents can prioritize their takes such as, making outbound calls, their time making visits to clients to inspect their homes to make sure they have adequate coverage, attending sales seminars and meetings to learn different techniques, and writing policies.  “ By evaluating the tasks within the job-specifically their frequency, difficulty, and  importance organizations,  especially those with limited training budget, are better able to focus their training efforts between and among jobs  to prioritize the training that may be needed, thus saving training time and expense” (Kopp, 2014 Section 3.5).  This FDI would help to the employees to learn how to manage their tasks and be more productive and overall increase their sales results and metrics.  They will be developing themselves and the company at the same time.

Kopp,D.M., (2014). Human Resource Development Performance Improvement Through Learning. San Diego, CA: Bridgepoint Education