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ADDIE.overview - Advances in Developing Human Resources...

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http://adh.sagepub.com Resources Advances in Developing Human DOI: 10.1177/1523422306292942 2006; 8; 430 Advances in Developing Human Resources W. Clayton Allen Overview and Evolution of the ADDIE Training System http://adh.sagepub.com/cgi/content/abstract/8/4/430 The online version of this article can be found at: Published by: http://www.sagepublications.com On behalf of: Academy of Human Resource Development can be found at: Advances in Developing Human Resources Additional services and information for http://adh.sagepub.com/cgi/alerts Email Alerts: http://adh.sagepub.com/subscriptions Subscriptions: http://www.sagepub.com/journalsReprints.nav Reprints: http://www.sagepub.com/journalsPermissions.nav Permissions: http://adh.sagepub.com/cgi/content/refs/8/4/430 SAGE Journals Online and HighWire Press platforms): (this article cites 2 articles hosted on the Citations © 2006 SAGE Publications. All rights reserved. Not for commercial use or unauthorized distribution. at FLORIDA INTERNATIONAL UNIV on January 6, 2008 http://adh.sagepub.com Downloaded from
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Articles Overview and Evolution of the ADDIE Training System W. Clayton Allen The problem and the solution . The workforce of the 21st cen- tury is in a continual state of flux.This has created a need by human resource development scholars and practitioners to continue to review best practices in developing a workforce with the latest tech- nology, knowledge, and expertise. Revisiting traditional training models and processes is important as a means of moving forward. Although there are many system models, almost all are based on the generic analysis, design, develop, implement, and evaluate (ADDIE) model that evolved from instructional systems research following World War II.The purposes of this article are to (a) reacquaint the profession with the background and basic concepts of the traditional ADDIE model and (b) compare the original and revised ADDIE mod- els. Subsequent articles in this volume deal with issues and advance- ments surrounding ADDIE and the ADDIE phases. Keywords: systematic training; instructional systems design; ADDIE; training The most widely used methodology for developing new systematic training programs is often called instructional systems design (ISD). ISD evolved from post–World War II research in the U.S. military to find a more effective and manageable way to create training programs (Swanson & Holton, 2001). In the beginning, the primary focal point was on creating technical training programs for new recruits that were to function in a variety of standardized military work roles. These efforts led to early ISD models that were developed and imple- mented in the late 1960s. “Since the 1970s, there has been a proliferation of models of instructional design (ID)” (Molenda, Pershing, & Reigeluth, 1996, p. 268). There are more than 100 different variations of the model; however, almost all of them reflect the generic “ADDIE” process—analysis, design, develop, implement, and evaluate. The ADDIE approach provides a systematic Advances in Developing Human Resources Vol. 8, No. 4 November 2006 430-441 DOI: 10.1177/1523422306292942
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