“There are only two ways in which a manager can impact an employee’s output: motivation and training. If you are not training, then you are basically neglecting half the job.”

– Andy Grove

Today’s businesses need to be flexible and adaptable to adjust with the ever-changing economic environment and global growth. Leaders need to transform company structure and organise work around teams to push experts to be close to source of problems and take immediate solutions in order to safe company from going down. Investing in information technology is one of best acts to manage retention and transfer knowledge, but it is not enough to bring company to reach its peak. As a leader, you should invest more to your valuable asset, employees, to increase collective stock of knowledge and capabilities.

According to Sharlyn Lauby, president of ITM Group. Inc, true learning and training is one of key assets to improve performance. With true learning, there comes success and development. However, to achieve true learning, there should be key consideration in developing learning content. “Obviously, no one wants to design learning using a style that people do not respond to,” wrote Lauby. When it comes to employee learning, you should approach the workforce using primary learning styles: auditory, visual, and kinesthetic. These preferred styles could encourage individuals to practice learning in new and different ways.

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Moreover, to conduct such learning, training approaches should also be taken into consideration. Lauby suggests that ADDIE model can help achieve learning process that sticks. Serhat Kurt at Educational Technology mentioned that for so many years, ADDIE has been used by various educators and instructional designers as a method to design and develop educational and training programs. ADDIE can be implemented with various learning styles to develop a more retainable training. It is also an effective approach to use as it clearly defines facilities implementation of effective training tools.

Analysis – stage to ensure that what participants already know will not be duplicated. Focus of the first stage should be on topics and lessons that participants have yet explore and learn. Instructors also need to distinguish between what participants already know and what they should know after completing the program.

Design – stage to determine goals, tools to be used, various test, subject matter analysis, planning, and resources. In this stage, participants should focus on learning objective, content, subject matter analysis, exercise, and lesson planning. Therefore, the approach should be systematic with logical to ensure that everything has ultimate goal of reaching project’s targets.

Development – stage requires two information gathered from the previous two stages. You use those information to create project or exercise that matter. Development stage is all about putting it into action. Also, this stage includes three tasks, namely drafting, production, and evaluation.

Implementation – stage to reflect continuous modification of program. This stage is intended to ensure maximum efficiency and positive results are obtained. In this stage, designers play a very active role which is crucial for success of project.

Evaluation – stage to meticulous final testing regarding the what, how, why, when of things that were accomplished of entire project, to determine if goals have been met, and to establish whether moving forward is required in order to further efficiency and success or employees needs to stay with the learning progress.

Likewise, to optimise the implementation of ADDIE in digital age, you can combine it with applications like Trello, LMS, or Storyboarding. These applications can help you and your employees to easily manage and provide structured method for tracking movement. Employees can as well access the learning anywhere anytime they need.

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