Chapter 7

Development and Implementation

of Training
(ADDIE Process)
 Chapter Learning Objectives

• After completing this chapter, students will be able to :

– Explain the Development and Implementation stages of the
T&D Process.
– Explain various factors affecting the success of training
Development and Implementation
– Identify the key tips to effectively deliver a training program
by ensuring active trainee participation and engagements
 Training Program Development
(Developing Training Content)
 This refers to the actual development of the training
program as per the plan in the Training Design phase
 Completion of this stage will result in a well-crafted
Instructional Strategy and Instructional Plan including
 Training Plan
 Instructional Material
 Instructional Equipment (Audio visual tools, demo machine, etc.)
 Trainee and Trainer manuals
 Facilities
 Trainer(s)
 List of items & actions needed
 Once this phase is completed, then the training program is
ready to be implemented/delivered.
 Training Development Phase
Output
Input • Training Plan
Process • Instructional
Determine Material
factors that • Instructional
facilitate Instructional Equipment
learning & Strategy • Trainee and
Transfer
Trainer manuals
• Facilities
Choice of
• Trainer(s)
instructional
methods • List of items &
actions needed
 Training Implementation
(Program Delivery)
 This is the stage the training program is delivered to
the trainees through planned instruction
 This may involve:
1. ‘Dry Run’ or ‘Piloting’
 Dry Run is a testing (rehearsal) of the instruction without
actual trainees
 Piloting is the actual training where the training program is
tested with a sample trainees
2. Actual training of the training contents on the actual
trainees
 The Final output of this stage is the learning of the
Knowledge, Skills and/or Attitude
 Implementation (Delivery) Phase
Input Process Output
Training Plan/ Learned
Instructional strategy KSAs
Instructional Material
Dry Run
Instructional Equipment & Actual
Pilot Training
Trainee and Trainer
Manuals
Room Set up plan
Refreshment list Evaluation
Implementation
Trainer readiness
And so on….
 Key things in the
development/implementation Phase:
• Training content
• Training Rooms and Facilities
• Trainee Attention, Participation & Experience
• Effective Delivery of Training Content
Details to Consider When Evaluating a
Training Room
 Seating Examples

Fig. 8-1

A Circle Classroom
B

C
D

Semi-circle “U” shape

Round Table “U” E F

Rectangle “U”
 Trainee Participation and Experience
• The trainers need to have a clear idea about
– What feelings do you want the trainees have as they arrive?
– How will training start, progress?
– How do you want trainees to react during the training?
– How do you want trainees to feel as they leave the training?
• Create energizing activities in which:
– Content is excellent and relevant
– Participation is encouraged
– Learning is Reinforced
• Better participation and learning experiences lead to better
learning and learning reinforcement
• In many cases the trainer wants the trainees to try out the
learned skills and knowledge
 Delivering the Training – Key Tips
 Simple Process of Training Implementation
1. Tell them what you are going to tell them
2. Tell them, Show them, Make them do it
3. Tell them what you told them
 Focus on the purpose of the training, mainly the Learning
Objectives.
 Smooth transition from one segment/Module to another
 Cause the learner ask themselves what they have achieved and
what remains for them to learn
 Effectively Manage the Interactions
– Interaction between the learner and the instructor
– Interaction b/w the learner and program content
– Interaction b/w one learner and other learners
 Delivering the Training – Key Tips (contd.)
• Focus both on getting attention and getting involvement
• Use ongoing measurement
• Use questioning techniques- avoid ‘any questions..?’ trap
• Use of repetition & practice properly
• Relate the contents and examples to the trainees’ workplace
• Effectively Use:
– Icebreaker
– Energizers
– Anecdotes
– Examples
– Humor
– Stories
– Statistics
– Audio Visual Aids: slides, flip charts, pictures, audio/videos
 Gagne-Briggs Nine Events of Instruction
1. Gain attention
2. Inform the trainee of Goal
(objectives)
NB step: Don’t forget
Motivation
3. Stimulate recall of prior
knowledge (learning)
6. Provide guidance for
learning (e.g., “guided
discovery”)
7. Elicit performance (practice)
8. Provide informative
feedback
9. Assess performance

4. Present the material 10. Enhance retention and

transfer

Use steps 1-8 for each module