Notes

ADDIE and Kirkpatrick are conceptual models that relate to the design and evaluation of training processes. The ADDIE model divides the training design process into five stages: Analysis, Design, Development, Implementation, and Evaluation. In the Analysis stage, I identify the training needs and define the goals and objectives of the training. In the Design stage, I plan how the training will be conducted and the content of the learning. In the Development stage, I create the training materials and develop the learning content. In the Implementation stage, I implement the training and deliver it to the learners. In the Evaluation stage, I evaluate the effectiveness of the training and identify areas for improvement. The Kirkpatrick model, on the other hand, divides the evaluation of training effectiveness into four stages: Reaction, Learning, Behavior, and Results. In the Reaction stage, I evaluate the learners' thoughts and reactions to the training. In the Learning stage, I evaluate how much the learners have learned from the training. This can be done by testing the learners' knowledge and skills or evaluating their performance against benchmarks. In the Behavior stage, I evaluate the level at which the learners are applying what they have learned from the training. I observe whether the learners are using the knowledge and skills they have gained from the training. In the Results stage, I evaluate the outcomes of the training and examine how the learners are using what they have learned from the training in real life. This can involve measuring the learners' gains and performance from the training. Both models are used to improve the effectiveness of training design and evaluation processes and aim to measure the effectiveness of training. The ADDIE model primarily covers the training design process while the Kirkpatrick model primarily targets evaluating the effectiveness of training.