The ADDIE model is an instructional design tool that can help HR and training professionals

create, organize, and streamline effective learning and development programs in their
organization. Although developed in the 1970s, the ADDIE training model remains the most
commonly used model for instructional design because it’s simple yet highly effective.

In this article, we’ll explore what the ADDIE model is in detail, the advantages and
disadvantages of the model, and some ADDIE model examples so that you can start using it
today.

What is the ADDIE model?

ADDIE is a leading learning development model used for instructional design, which is the
complete process of designing, developing, and serving learning content. The model is often
used to design training and learning & development programs in organizations.

ADDIE stands for:

 Analyze
 Design
 Develop
 Implement
 Evaluate

These are the five stages of the learning development process. ADDIE training model provides a
streamlined, structured framework that helps you create an effective learning product, whether
that’s delivered through an online or offline training program, a coaching session, a presentation,
or an information booklet.

ADDIE helps identify the learning need in a structured way and ensures all learning activities
serve that goal, which offers an integrated approach to learning. It also guides measuring
learning effectiveness because job behaviors, knowledge, and skills are clearly defined within the
framework.

In the ADDIE model, each stage must be carried out in order and carefully considered before
moving on. Reflection and feedback at each stage ensure continuous improvement.
Purpose of the ADDIE model
The ADDIE model serves as a foundational framework for instructional design, offering a
systematic process for creating effective and efficient training programs. There are multiple
reasons why companies use the ADDIE model in their instructional design process:

 Creating a structured process for instructional design: The ADDIE model provides a
clear, step-by-step framework that guides instructional designers through the process of
creating educational programs, ensuring that they consider and address all critical aspects
of instructional design.
 Aligning the instructional activities with learning objectives: By starting with a
thorough analysis phase of the ADDIE model, you can fully align all instructional
materials and activities with the learning objectives, making it more likely that these
objectives will be met.
 Facilitating data-driven decision-making: By systematically collecting and analyzing
data at each stage, the ADDIE model supports data-driven decision-making, allowing
instructional designers to make informed adjustments that enhance the learning
experience.
 Facilitating effective communication among stakeholders: By providing a common
framework, the ADDIE model facilitates clear and effective communication among all
stakeholders involved in the instructional design process, including educators, designers,
and learners.
 Promoting continuous improvement: The evaluation phase of the ADDIE model
allows for the collection of feedback and data on the training program’s effectiveness,
providing opportunities for continuous improvement and keeping the training relevant
and impactful over time.
  Enhancing instructional design expertise: The process of continuous evaluation and
improvement helps instructional designers and educators to refine their skills and
expertise over time, leading to higher-quality educational content and more effective
teaching strategies.

Advantages and disadvantages of the ADDIE model

Although it is considered a leading learning development model, there are multiple advantages
and disadvantages of the ADDIE model, as with all models.

Advantages of the ADDIE Model

 Adaptability: ADDIE instructional design model is highly adaptable and can be used
across industries, disciplines, and learning environments. It can be tailored for different
scale projects as well as individual or group learning.
 Consistency: ADDIE model of training provides a structured and consistent approach to
instructional design, which can boost efficiency and consistency in the quality of course
development.
 Iteration opportunities: ADDIE is an iterative model, which means it allows for
feedback and changes at each stage of development to ensure the final product meets the
desired learning objectives.
 Evaluation component: There is an evaluation component to the ADDIE model that
allows businesses to measure the effectiveness of the instructional content. That is useful
in identifying key areas of improvement for future iterations.

Disadvantages of the ADDIE Model

 Linear process: The ADDIE method follows a linear process that may not be flexible or
creative enough to address complex learning needs.
 Being resource-intensive: Using the ADDIE model for instructional design can be a
lengthy process that also requires significant resources. It may be challenging for smaller
organizations with fewer resources to implement.
 Lack of emphasis on user experience: While organizations have been increasingly
focusing on digital employee experience, including in training, the ADDIE model doesn’t
have a strong focus on user experience. That can lead to unengaging instruction and poor
learning outcomes for employees.

The 5 phases of the ADDIE model

Let’s take a closer look at the 5 phases of the ADDIE model of instructional design: Analyze,
Design, Develop, Implement, and Evaluate.
Analyze

In the Analyze phase of the ADDIE process, the first task is to identify the problem you’re trying
to solve. For example, maybe it’s poor sales, a non-inclusive culture, or a lack of skills to move
to a more digitized organization. From here, you can identify the core business problem and
decide whether it can be solved through effective training, or if other organizational development
interventions will be more effective. Instructional designers also need to determine and manage
stakeholders’ needs.

Some helpful questions to ask are:

 What is the purpose of the training?

 Why should we do it?
 What is the desired change?
 Will the training be effective in creating this change?

In the Analyze phase, the training needs analysis (TNA) process helps identify the gap between
the actual and desired skills, knowledge, and abilities. With these findings, you can define
learning goals and base the training on these.

During this phase, it’s crucial to determine a target audience. You can create one or more trainee
“personas” who display the general characteristics, knowledge, and experience of your target
audience. Recognizing their needs and expectations will enable you to actively manage these,
tailor your training to your audience and make it more relatable.
“To ensure success when using the ADDIE model, it’s essential to have a clear understanding of
your target audience and focus on setting clear and measurable learning objectives. This helps
guide the content development process and ensures that learners are achieving their desired
learning outcomes,” explains Anchal Dhingra, Learning Consulting Manager at AIHR.

Based on all the information gathered in the Analyze phase, you can also map out the resources
required for the training. This includes the number of training hours, duration, required budget,
facilities, and additional information.

Once you’ve collated all of this information, you can create a full training plan, which will
include the who, what, when, where, why, and how of the training.

Design

In the Design phase of the ADDIE model, you translate all the information collated in the
Analyze phase into a learning design.

An outline is created that structures the learning intervention and specifies learning objectives for
each workshop or lesson. This will include a strategy, delivery methods (e.g., online, offline,
blended), lessons, duration, assessment, and feedback.

In this phase, you also select an appropriate evaluation method will be from a learning design
standpoint. Based on Kirkpatrick’s model, effectiveness can be measured on different levels.
Not every training justifies measurements on all levels. Measuring reactions to the training may
suffice for simpler training. As a rule of thumb, a full impact analysis, or training Return-on-
Investment (ROI) calculation, is only justified in 5% of all training, specifically for training with
a high investment that tackles a critical business issue (Philips, 2003).

The next step is to create a storyboard and/or prototype so that you can easily communicate the
value of the training, particularly to stakeholders. It’s important to brief stakeholders and update
them on the learning goals and learning design choices made in this phase. Make sure to align
with them before you move to the next phase.

Develop

In the Develop phase, you will use your storyboards and/or prototypes as a guide to creating your
courses. You’ve already decided on the core learning objectives. Now it’s time to start bringing
the training to life.

Consider how the training will be delivered: In-person, online, or a mix of the two (a blended
approach)? What will be the instructional strategies, media, and methods? Learning interventions
often use multiple methods and ways to deliver the content.

Once you’ve decided, you can then think about whether you want to build this in-house or with
an external provider. It’s equally important to decide where it will be hosted and what software
and tools you will need (e.g., video conferencing software like Zoom, vendor’s platform, or an
LMS).

“Technology is always evolving, and as a result, the tools we use to create learning content are
constantly changing too. However, despite these changes, the ADDIE model has remained a
timeless framework for instructional design. This is because the ADDIE process describes the
fundamental steps needed to develop a learning program, which apply regardless of the tools or
technology being used.

While specific tools and methods may vary, the ADDIE model provides a structure for the
design, development, and delivery of effective learning programs that has stood the test of time.
It’s no surprise that ADDIE has become the standard for learning content production
worldwide.”
Nikola Velickovic, Learning Consultant at AIHR

Building the learning product in line with the design represents the bulk of the work in the
development phase. You may outsource this part to a trainer who is a subject matter expert or a
training organization with relevant knowledge. It is the role of the instructional designer to
ensure that the learning product will align with the specifications of the design and the findings
in the TNA.

Once you’ve created your course, test for errors like grammar and spelling and ease of
navigation. This is not a simple case of clicking through the course but more about content
accuracy and utility of navigation. Is your learner able to progress through the course in the way
you designed? Is it engaging? What is the duration like?

Conduct pilots and product reviews where different people (including you) test the learning
product and training materials. You may want to use web-based tools like Survey Monkey or
Qualtrics for users to evaluate the training.

HR Tip

“Incorporate interactivity and engagement into your training materials when using the ADDIE
model. This can be achieved through activities, assessments, and simulations, which help
reinforce learning and create a more immersive learning experience for your learners.”
Anchal Dhingra, Learning Consulting Manager at AIHR

The final step is to develop a communication strategy to reinforce the importance of learning to
your audience. How can you encourage them to devote time and attention to learning? How can
you help them prioritize this at work while managing their main job responsibilities? Creating a
clear communication strategy will make the learning top-of-mind and help to create more impact.

Once you’ve completed the development stage, it’s time for implementation – the training can
commence!

Implement

The implementation stage focuses on the delivery of the training and project management. This
includes communicating with learners, logistics, data collection, and training trainers for global
roll-outs of the learning program.

The training delivery is the key element in this phase. Are there any extra guides or manuals the
learners need? How about FAQs that may come up along the way? What is the protocol if users
experience technical difficulties during the training? It’s a sensible idea to have additional IT
support on hand and let learners know who to contact.

Is there a need for side programs that provide extra support to learners in addition to the main
program? These can include weekly one-to-one or group coaching or webinars to deepen the
learning and answer any questions the learners might have.

Do any need to make any physical changes in the work environment for certain training
activities? For example, extra posters, props, or symbols that reinforce key messages learned.

Now it’s time to share your course or training with your learners. In most cases, courses are
uploaded to an LMS, with pre-set delivery options including who is enrolled, pass rates, and
collection of feedback, as well as delivery, tracking, and reporting. But this will depend on what
you decided in the design phase.
Think about how you can create a buzz around the new learning program and shine a spotlight
on desired behaviors. Make sure to give learners ample notice about the start and completion
dates of the program.

While evaluation is the next and last stage of the ADDIE model, you can already start gathering
your data in the implementation phase of the instructional design process.

Depending on the choices made in the analysis phase, you can use different methods for training
evaluation. These can include training evaluation forms and pre-and post-training assessments,
potentially with a control group. Commonly used instruments are questionnaires, interviews,
observations, knowledge assessments, work assessments, 360-degree feedback, and work output
data. Some of these activities fall under the next phase, evaluation.

Evaluation

Evaluation is an integral part of every stage of the ADDIE learning model, but it also gets its
own phase. As soon as you deliver your first course or workshop, you want immediate (and
continuous) feedback so that you can implement improvements.

It’s important to evaluate at the design, development, and delivery stages and continuously
evaluate all elements of the program. After your training is first delivered, there will likely be
feedback and questions that were not spotted earlier. Addressing these quickly will immediately
improve the training.

At the evaluation phase, you can formally evaluate the learning program using post-assessments,
observations, or productivity data. All of these sources will highlight what people learned, how
they’ve applied it, and the results achieved.

The instructional design team should evaluate what went well, what can be improved, and learn
as a team. Make a list of improvements that the training program needs and implement these
before the next training. If the program is going to be shelved, you can still record these
improvements so that when the same (or a similar) program is used in the future, these learnings
are not lost.

Using your formal evaluation, decide to what degree your initial training met the objectives and
goals from the analysis phase. Feed these results back to your stakeholders and inquire about
their satisfaction with the training program, as this will provide excellent input for future
programs.

Below is a summary of the 5 stages of the ADDIE model for instructional design:

Phase Key activities

1. Analyze Problem identification
Training needs analysis
Identify top-level learning goal
Determine target audience
 Identify stakeholder needs
Map required resources
Create a learning intervention outline
High-level mapping of learning intervention
2. Design Mapping of evaluation methods
Development of a communication strategy
Alignment with stakeholders
Determine the delivery method
Production of the learning product
Determine the instructional strategies, media, and methods
3. Develop Quality evaluation
Development and evaluation of assessments & tooling
Deployment of learning technology
Development of a communication strategy
Participation in side programs
Training delivery & participation
4. Implement Changes in the physical environment
Implementation of communication plan
Execution of formal evaluation
Integral part of each step
Evaluation
5. Evaluate Continuous learning
Propose points of improvements
Evaluation of the business case

ADDIE model examples

Training for sales representatives

The focus of this sample training plan for sales representatives is on improving sales skills like
rapport building, prospecting, presenting, and negotiating. Training methods such as role-playing
will be used to reinforce these skills, while visual aids like infographics will be used to keep the
trainees engaged.

Identify the need for training specifically for sales representatives (based on
low sales numbers or other issues that have arisen)
Determine the learning objectives for the training, such as improving
Analysis phase communication skills, negotiation, emotional intelligence, or product
knowledgeIdentify the target audience for the training as the sales staff
Evaluate the existing sales resources and identify any gaps in knowledge or
skills
Design phase Develop a training plan that outlines the instructional methods and materials
to be used to address the learning objectives
Create the instructional content such as training manuals, presentations, and
other instructional materials to support the learning objectives
 Define the assessment methods and develop any necessary evaluation tools to
measure the success of the training program
Establish the training schedule and logistics, including the number of sessions
and their duration, and the timing of each session
Create any necessary visuals, videos, or multimedia material for the training
content
Develop role-playing exercises and other interactive elements to be used in
Development
the training program
phase
Review and refine the instructional content based on feedback from
stakeholders
Conduct a pilot test of the training content, and make any necessary revisions
Deliver the training sessions to the sales representatives
Implementation Provide any necessary support or feedback to the learners during the sales
phase training
Monitor the learners’ progress and address any issues as they arise
Gather feedback from the sales representatives about the effectiveness of the
training
Analyze the assessment results to identify any gaps in knowledge or skills
Evaluation phase Compare the sales numbers of the reps before and after the training to
evaluate the effectiveness of the training
Make any necessary modifications to the training based on the evaluation
results

Training for public speaking & presentations

This sample employee training plan will focus on improving public speaking skills including,
communication, clarity, connecting with the audience, projecting the voice, tone of voice,
creating note cards, designing an engaging slideshow presentation, and body language.

Trainees will build these skills through training methods such as in-person practice sessions.
They will also receive theory instruction to gain knowledge of what makes a great presentation.

Identify the need for training specifically for anyone who will need to give
presentations to large groups as they progress in their career, or anyone who
has struggled in the past to deliver compelling presentations or battles with
nerves (managers can advise on their teams)
Determine the learning objectives for the training, such as improving
Analysis phase
communication skills, body language, projecting the voice, and connecting
with any audience
Identify the target audience for the training as anyone who will need to
regularly give presentations to large audiences. Evaluate the existing public
speaking resources and identify any gaps in knowledge or skills
Design phase Develop a training plan that outlines the instructional methods and materials
to be used to address the learning objectives
Create the instructional content such as training manuals, presentations, and
other instructional materials to support the learning objectives
 Define the assessment methods and develop any necessary evaluation tools to
measure the success of the training program
Establish the training schedule and logistics, including the number of sessions
and their duration, and the timing of each session
Create any necessary visuals, videos, or multimedia material for the training
content
Develop in-person exercises and other interactive elements to be used in the
Development
training program
phase
Review and refine the instructional content based on feedback from
stakeholders
Conduct a pilot test of the training content, and make any necessary revisions
Deliver the training sessions to the employees
Implementation Provide any necessary support or feedback to the learners during the public
phase speaking training
Monitor the learners’ progress and address any issues as they arise
Gather feedback from the employees about the effectiveness of the training
Analyze the assessment results to identify any gaps in knowledge or skills
Compare the confidence of the employees when giving presentations before
Evaluation phase
and after the training to evaluate its effectiveness
Make any necessary modifications to the training based on the evaluation
results

How to use ADDIE model: Best practices

To effectively utilize the ADDIE model in instructional design, here is a summary of the best
practices to follow:

1. Thoroughly analyze before designing: Begin with an in-depth analysis to understand

the learners’ needs, the specific problems to be addressed, and the learning environment.
This foundation ensures that the training is targeted and relevant.
2. Set clear, measurable objectives: Establish clear and measurable learning objectives
that align with the identified needs. This clarity guides the development process and helps
in evaluating the training’s effectiveness.
3. Utilize an ADDIE model template for task and progress tracking: Implementing an
ADDIE model template can significantly enhance project management by clearly
dividing tasks among team members and tracking progress through each phase. This
approach promotes clear communication, timely completion, and early identification of
issues, creating a cohesive and efficient project workflow. You can download your free
ADDIE model template below.
4. Incorporate flexible and creative instructional design solutions: While maintaining
structure, infuse creativity and flexibility into your instructional design to cater to diverse
learning styles and complex learning needs. This approach can enhance engagement and
accommodate various instructional challenges.
 5. Utilize the iterative nature of the ADDIE model: Seek feedback at each stage and
make informed adjustments. This iterative process allows for continuous refinement and
improvement of the training program.
6. Leverage technology appropriately: Make informed decisions about technology use,
selecting tools that enhance learning without overwhelming or excluding participants.
Stay updated on educational technology trends to find innovative solutions that align with
your training goals.
7. Develop a robust implementation plan: Ensure a smooth rollout by preparing a detailed
implementation plan that covers all logistical aspects, including technology setup,
facilitator training, and learner support mechanisms.
8. Conduct comprehensive evaluations: Beyond measuring learning outcomes, evaluate
the training’s impact on job performance and organizational goals. Use these insights to
inform future training initiatives and contribute to a culture of continuous learning and
development.

Free ADDIE model templates

Use a template to streamline task allocation and monitor progress across the ADDIE phases.
Taking this structured approach allows you to systematically address all aspects of the
instructional design process, meet due dates, and identify and resolve any potential issues.

A template can also facilitate communication and collaboration within the team, providing a
shared reference point for the project’s status and next steps.

ADDIE model template – Excel

With this Excel template, you can easily break down the different phases of the ADDIE model
process into tasks and track your progress across the project.

DOWNLOAD ADDIE MODEL TEMPLATE

ADDIE model template: Powerpoint

This free Powerpoint ADDIE model template allows you to share your project progress with the
wider organization in an easy to understand way.
GET POWERPOINT TEMPLATE

ADDIE vs rapid instructional design

The biggest drawback of going through the ADDIE model process is its speed, or rather, the lack
of it. The output of the previous step serves as the input for the next step. This is similar to the
traditional ‘waterfall’ method. This approach takes a long time, during which the learning and
content needs may change. This can lead to a misfit between the end product and the reason why
the process was started in the first place. Rapid instructional design offers a potential solution.
 (Ba
sed on Mooijman et al., 2018}

Rapid instructional design is a more agile approach to instructional design. It’s based on rapid
development techniques, which originate from software development, and are applied to
instructional design. It’s a continuing process, with new aspects being added and evaluated until
the program is completed.

The aim is to create a proof of concept (POC) and have learners and/or stakeholders interact with
it on a continuous basis and provide feedback. This feedback is then incorporated into the next
POC until the product is finished. Rapid instructional design comprises five steps:

1. Definition – Initial definition of learning goals and requirements

2. Prototyping – Rapid prototyping of a proof of concept
3. Evaluation – Evaluation of the prototype with stakeholders, followed by iterative
improvements and adjustments of goals and requirements based on the POC
4. Implementation – Implementation of the adjusted goals and requirements in an
upgraded version of the POC
5. Repeat – Steps 2-4 are repeated until the learning goals are achieved

This is an iterative approach built on the principles of build–measure–learn, as commonly

practiced in the lean methodology.

The figure below shows this iterative process. Prototypes are developed at a rapid pace and
continuously aligned with the project planning and project goals. It is not uncommon to have
multiple iterations within a specific phase. For example, if the outline does not fit user needs,
you will have to iterate the outline (maybe several times) before moving to the design prototype.
An example of this is one of the HR upskilling projects run by AIHR. The training has a blended
approach – mostly online learning combined with monthly sessions based on learners’ needs.
These sessions aim to motivate learners to complete the e-learning while also providing them
with assignments and challenges to solve. These are always related to organizational issues and
change over time based on current needs. This creates a program in which employees upskill
while also contributing to solving organizational issues in these offline workshops, which helps
them to apply what they’ve learned and, ultimately, create business impact.

(Based on Mooijman et al., 2018)

Before you go
When applied correctly, the ADDIE model can be used in learning and development initiatives
across industries and disciplines to improve individual and group learning and meet learning
objectives. Its iterative approach allows for vital feedback at each stage of development which
ensures the final product meets your original instructional goals while helping you identify key
areas for improvement in the future.