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Advances in Developing Human Resources, Vol. 8, No. 4, 430-441 (2006)
DOI: 10.1177/1523422306292942
© 2006 SAGE Publications

Overview and Evolution of the ADDIE Training System

W. Clayton Allen

Department of Human Resource Development and Technology, College of Business and Technology, The University of Texas at Tyler (UTT)

The problem and the solution. The workforce of the 21st century is in a continual state of flux. This has created a need by human resource development scholars and practitioners to continue to review best practices in developing a workforce with the latest technology, knowledge, and expertise. Revisiting traditional training models and processes is important as a means of moving forward. Although there are many system models, almost all are based on the generic analysis, design, develop, implement, and evaluate (ADDIE) model that evolved from instructional systems research following World War II. The purposes of this article are to (a) reacquaint the profession with the background and basic concepts of the traditional ADDIE model and (b) compare the original and revised ADDIE models. Subsequent articles in this volume deal with issues and advancements surrounding ADDIE and the ADDIE phases.

Key Words: systematic training • instructional systems design • ADDIE • training


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Home page
 Advances in Developing Human ResourcesHome page
W. C. Allen
Overview and Evolution of the ADDIE Training System
Advances in Developing Human Resources, November 1, 2006; 8(4): 430 - 441.
[Abstract] [PDF]