Human Resource ADDIE Model

The purpose of this study is to discuss the ADDIE human resource model in the context of human resource development and training. The specific role of a human resource inside an organization. It also explains how the model is implemented by this team. Instructional designers and content developers used the ADDIE approach to create instructional course materials. Because of its adaptability, the model has been employed by a wide range of organizations. ADDIE is an abbreviation for a five-phase program development courseware. Analysis, design, development, implementation, and evaluation are the programs.

The Role of Human Resource Development

To begin, the responsibility of human resource development is to advance employee performance and capacity. The human resource development work to improve an individual skill where the employee is weak for example they can help an employee develop and master skills in accounting and record keeping. They also assists in improving the employees’ knowledge and other talents that are not utilized. Organizations that care about the success of their employees with the intention of improving the company’s performance, this is done by investing time and money in the growth and development of their employees (Werner & DeSimone, 2012).

Government Regulations and Guidelines

Secondly, they help the organization to abide by the government regulations and guidelines of their operations by adequate training. They train the employees on the relevant laws that they should obey in performing their daily activities. They also facilitate professional development and advancements for their employees in specific areas of study. They provide channels like seminars for the employees to equip them with current trends in their field of operation. They can also sponsor their employee to facilitate their educations in different capacities.

Realizing Goals and Objectives

In addition, the human resource development helps an organization to realize their goals and objectives. The timely investment on their employee not only increases the performance of their operation but also enhances the performance of the organization. When the employees are continuously improving their skills and performance, they enable the organization to run smoothly and the workers to focus on attaining the desired organization goals. All the activities by the human resource development improve the operation of an organization (Werner & DeSimone, 2012).

Recruitment Process and Employee Safety

They also help in the recruitment process to obtain new staff workers as well as evaluate the success of the applicants on their relative position of application. Also, they facilitate their employee’s safety during their operation in the organization. Managers analyze the employee relation capabilities, compliance compensation, and benefits. They listen to the complaints of the employee and their grievances. Human Resources departments are responsible for job promotions and demotions and attend to any misconduct issue.

Implementation of the ADDIE Model

Human resources staff implements different phases of the ADDIE model in human resource development in several ways. The first Phase, Analysis, involves identification and setting of goals that should be achieved at the end of the training. The phase also includes understanding the needs of the staff and aligning them to the goals of the firm. The analysis should be thorough and goal oriented.

The next stage is design and in this phase entails the learning objectives, the assessment instruments, content to be offered, lesson planning, and exercise provided. The design stage should be systematic and more precise. The method in the systems should be logical in identifying, developing and planning. The details should be maintained during the process of implementation in the design phase with attention. A regular system means that an orderly method of developing and evaluating is set according to achieving the organization’s goals and objectives (Werner & DeSimone, 2012).

The development phase is where the inventors create and gather content that was created and specified in the design phase. In this organization, the employees work to develop and assimilate technology. The project is reviewed and revised conferring to the feedback that is provided by the users. Also, during this period tests are carried out such as debugging procedure are performed to find and resolve defects that may occur to prevent correct operation (Werner & DeSimone, 2012).

The implementation phase, during this phase, a method of training both implementer and learners is developed. The facilitators should cover the whole course, learning outcomes, methods of delivery and the process of testing. In this organization, preparations of the employees include training them on new tools, for example, both software and hardware. This stage also involves the role of the project manager to ensure that all the requirements are in place, for instance, relevant books and hand equipment.

The final stage of this model in human resource development is the evaluation phase. The evaluation phase comprises of two parts the summative and formative. The formative evaluation is present in each stage of the ADDIE style while the summative evaluation is made up of the tests designed for a particular orientation item and providing a chance for a response from the workers. The summative evaluation is conducted on the finished products and programs. The formative assessment may include both formal and informal assessments that are carried out by the trainers.

In Conclusion

In conclusion, the ADDIE model in human resource development is paramount in improving the operation of the organizations as well as the success of the individual worker. The model also helps an organization obtain its goals through continuous improvement that is enabled through learning and training. The process in the model includes analysis, design, development, implementation and evaluation can be implemented by the human resource at different stages of operation.

References

Werner, J. M., & DeSimone, R. L. (2012). Human resource development. Mason, OH: South-Western.