ADDIE Model to Level Up Your HR Design Training

ADDIE model to level up your HR design training and make every session more meaningful and measurable. The ADDIE model structures training programs by guiding each step to ensure clear targets and easy evaluation. In today’s fast-changing workplace, companies rely on employee training to enhance the quality of their human resources. Yet, not every training program delivers real results. To create meaningful impact, trainers must design programs using a systematic approach. Among the most widely used methods in training development is the ADDIE model.

ADDIE stands for five key stages: Analysis, Design, Development, Implementation, and Evaluation. This model provides a comprehensive and structured framework for developing training programs from identifying needs to assessing training outcomes.

5 Ways the ADDIE Model Keeps Training on Track

(Essential knowledge for HR professionals and training & development practitioners)

1. Analyzing Performance Issues

The first stage in the ADDIE model is Analysis. At this point, the organization identifies performance issues occurring in the field. The goal is to understand the root causes and define the most appropriate solutions. This phase also includes setting the primary objectives of the training namely, the general competencies participants are expected to achieve.

2. Designing Competencies and Training Strategies

Once the analysis is complete, the next step is Design. In this phase, the development team determines the specific competencies required to meet the training goals. Training strategies and evaluation methods are also outlined to ensure the program is focused and measurable.

3. Developing Training Materials

In the Development stage, all necessary training materials and tools are prepared. These may include training modules, facilitator guides, presentations, instructional videos, or other media suited to the needs of the program. The content must be relevant, easy to understand, and aligned with the target competencies.

4. Implementing the Training Program

During the Implementation phase, trainers deliver the training to participants, either in person or online. At this stage, they must ensure that all components run as planned, including participant engagement and the use of learning materials.

5. Evaluating Program Effectiveness

The final stage of ADDIE is Evaluation. This step assesses how well the training achieved its intended outcomes, both efficiently and effectively. Evaluation covers all aspects of the program from content and methods to learning results and impact on participant performance.

By understanding and applying the five stages of the ADDIE model, organizations can design structured, targeted training programs that enhance individual competencies and contribute to overall organizational growth. So if you’re ready to create training that truly makes an impact, start with the ADDIE model to level up your HR design training.

Adapted from Benny A. Pribadi (2014),

“Desain dan Pengembangan Program Pelatihan Berbasis Kompetensi”