Training and Development related question and answers.
1.This week you learned about the ADDIE model of instructional design. What step in the ADDIE process do you think is the most important and why?
2.The training process model ADDIE is so ancient the details of its origin are obscured in the mists of time. It has become the basis for many other training process models. Name and describe another model based on ADDIE. If you have experience with a model derived from ADDIE, share your impression of its value or limitations. Try not to repeat a model already discussed by a classmate.
3. This week's T&D tool is the Learning Styles Inventory (LSI). After you have taken the LSI (see the Week 2 Course Content module for a link to the LSI), please discuss the following questions:
Was the information accurate in describing your style? Did it miss anything?
Why might it be important for training professionals to understand the LSI?
4. Is the concept of LSI useful even if it cannot be supported with empirical evidence?
Learning Styles Inventory (LSI):
5. After you have completed the LSI, you can view more information about it by clicking on this link:
ADDIE model is an instrumental system design framework that helps the training developers in the development of courses. There are five steps in the ADDIE model. The analysis phase is the most important phase of the ADDIE model. In this phase, the identification of training is done from the view of subject matter experts and the target audiences. (Jones, 2014) This phase is the most important because it provides a clear understanding of the needs of the audience so that the identification of learning problem will be done in terms of goals and objectives of the required training, by taking into consideration the environment and the timeline of the project.
Another model that is based on the similar concept of ADDIE is the Kirkpatrick's Four-Level Training Evaluation model as this model helps in analyzing the impact and effectiveness of the training so that the improvements need to be done in future. (Kirkpatrick,2016) As the Kirkpatrick’s model is popular, but certain factors need to be considered while using this model as the first issue that has been addressed in it is that it is the time consuming and expensive process ,and it is not feasible for all the situations and for all the organizations as it is tailored for the off training sessions. (Kitada,2016) This model focus that each level importance is more than the previous level of model and all the levels are interlinked. For example, it focuses that results are more important than reaction, but in reality, it is not possible at all.
Yes, the information is accurate and it did not miss anything in explaining it.
LSI is an individual development tool that uses the assessment of self and the feedback of the colleague in the identification of behavioural styles and thinking of an individual. (Yang,2014) It is important for the training professionals as it helps the trainer in discovering the new ways of thinking for the employees or the individuals who are the part of training sessions, in terms of improving their role effectiveness, which helps in coping with stress and pressure in the achievement of goals. It also helps them in improving the interpersonal relationships by increasing the effectiveness of an individual.
The concept of LSI has been supported by many empirical pieces of evidence as lots of research has been conducted in this context. (Siegel, 2015) These studies focus on the investigation in terms of effectiveness of the matching and the mismatching learning preferences for the identification of patterns of learning. (Torres, 2017) But the reliability and validity of LSI do not prove any independent verification in terms of psychometric properties.
In the words of Curry, it is stated that the limited data access in terms of LSI does not prove the reliability of LSI in terms of validation as her own psychometric rating of LSI is supported by empirical evidence but still, she gets the comment on that from Murray Harvey(1994)
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Jones, B. A. (2014). ADDIE Model (Instructional Design).
Kirkpatrick, J. D., & Kirkpatrick, W. K. (2016). Kirkpatrick's four levels of training evaluation. Association for Talent Development.
Yang, Z., Hu, Z., Salakhutdinov, R., & Berg-Kirkpatrick, T. (2017). Improved variational autoencoders for text modeling using dilated convolutions. arXiv preprint arXiv:1702.08139.
Siegel, J. (2015). Listening Strategy Instruction in the Broader Second Language Context. In Exploring Listening Strategy Instruction through Action Research (pp. 217-237). Palgrave Macmillan, London.
Kitada, H., Tashiro, H., Miyahara, S., Ishitsuka, T., Dote, A., Tadaki, S., ... & Sakuyama, S. (2016, November). Study of MOSFET thermal stability with TSV in operation temperature using novel 3D-LSI stress analysis. In 3D Systems Integration Conference (3DIC), 2016 IEEE International (pp. 1-4). IEEE.
Torres, S. M. (2017). Patterns of Similarities between the Learning Style Inventory (LSI) and the Productivity Environmental Survey (PEPS). Institute for Learning Styles Journal• Volume, 1, 8.