Helping You Create an Effective Training Program
When you’re making a significant technology investment, it’s important that you’re confident
you have the right team in place to enable it. That’s where our consulting services comes in.
OUR DEEPLY EXPERIENCED CONSULTANTS USE THE ADDIE APPROACH TO ENSURE SUCCESS
- Step 1: Analysis
- Step 2: Design
- Step 3: Development
- Step 4: Implementation
- Step 5: Evaluation


Design
Before creating any training, it’s critical that we design a list of learning objectives.
Learning objectives are a list of things the personnel must be able to do after the training is completed. They are the “North Star” that all aspects of your training should be pointed at.
Once we’ve designed your learning objectives, we will create the content that covers the objectives using our extensive training library with specific customizations based on these objectives.
In addition, any quizzes, tests, case studies, or hands-on exercises performed during training to evaluate your worker’s comprehension of the training should assess only the workers’ understanding of the objectives. We can do this by leveraging your own policies and procedures where necessary.
Make them SMART
When you design an objective, it should have five characteristics, known collectively by the acronym SMART.
The objective should be:
Specific: | meaning it’s very clearly stated, and its meaning is equally apparent to everyone. |
Measurable: | meaning everyone can agree if the learner satisfies it or not. |
Achiveable: | meaning the learner truly has a chance to satisfy it. |
Relevant: | meaning it’s important for the worker’s job. And |
Time-bound: | meaning it will be clear when the learner must be able to satisfy the objective (typically, after training). |
Development
Designing training materials is like planning a dinner party, coming up with a menu, and writing the recipes. It’s the “plan before you do” phase of training creation.
With our extensive library of macro and micro training this aspect will never be overwhelming for you.
We will:
- Focus primarily on the learning needs of your employees
- Create training content and assessments that relate directly to your learning objectives
- Remember the adult learning principles
- Include as many examples and scenarios as possible that are specific to your organization
- Whenever possible, put the employees in control of the learning process
- Break the training materials up into small “chunks” that are easier to take in and understand
- Order your “chunked” training materials in a logical manner—one step that builds on top of another
- Try to integrate storytelling and scenarios into your training
We publish new content every week to our growing library of exceptional life science training.
Implementation
Once the courses have been completed and you are satisfied that they are fully tested, it’s time to share them with the learner.
The decisions made in the design phase will influence how this is actually carried out.
Upload to LMS
In the majority of cases, the courses are uploaded to an LMS and the delivery options are set up – who are enrolled, how much time are they given, pass marks for assessments, and the collection of feedback.
The delivery, tracking, and reporting are all handled by the LMS.
Pilot
Our instructional designers will monitor the situation for any teething issues. One of the best was to prevent against any problems in the implementation phase is to conduct a pilot of a course before unleashing the content on the entire group
Learn more about how you can implement our training in your organization.
Evaluation
ADDIE’s main goal is to provide a structured method of creating training programs. It is also,
however, a powerful model for improving the way in which future iterations are created.
Getting feedback on every aspect of the courses is really important so that you can
improve and revise the content.
What to focus on:
- Did we meet the goals as set out in the analysis phase?
- Take feedback and place back into the analysis phase.
- Identify other training requirements.
- Possible change in media types or approach.
A great way to get feedback is to ask learners to complete surveys at the end of their course. This
can be done within the course (using your authoring tool) or as by the LMS. Create questions
specific to the points above but, also encourage learners to give feedback in a free text box so
that you are aware of any gaps you may not have thought of.
Talk to us
Find out how we can help you bring your life science training to the next level.