Organizations utilize systematic training models to facilitate the planning and organization of diverse learning activities, which ultimately lead to successful learning experiences (Cowell, Clinton, McWhorter, & Jorden, 2006).
There are numerous approaches that can be utilized to reduce or eliminate the problems encountered during the development of employees (Rodriguez, Burrus, & Shaw, 2011; Wootton, 2011). Effective systematic training models include the following: Instructional Design Method, Systematic Design of Instruction, Performance-based Instructional Model, Training for Performance System, Training for Impact, Telling Ain’t Training Model, Training the Trainer, Problem-based Learning, Strategic System Model, Embedded Learning, Talent Management, Human Performance Technology, and others (Rodriguez, Burrus, & Shaw, 2011).
However, the ADDIE model is considered to be the standard conceptual framework most utilized to date by many organizations (Wootton, 2011; Cowell, Clinton, McWhorter, & Jorden, 2006). I personally use this model due to its logical and generic structure.
The ADDIE model consists…
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