Question

This is case study is a the authors to conduct a training program using the ADDIE method for developing the program and creating training. ADDIE steps include the five steps in conducting the training: analysing the training need, designing the program, developing the module, implementing, and evaluating the training program.

The authors have approached Mr. Harish Kumar, the Director of Operations of Mandara Spa Asia. He shared that Mandara Spa is a fusion of East meets West. They are providing spa services in 5-star hotels across the globe. He shared that the team was looking for a trainer to conduct training for his team for freshly hired spa receptionists and spa therapists.

The authors provided the training to the participant by carefully following each step in the ADDIE method. In the process, authors have been equipped with the ability to deliver a training program and inculcate other skills such as slide creation, module development and reflection session. Each stage requires the members to reevaluate the outcome of the previous step. The task was delegated in a way that each member is assigned to lead one step from the ADDIE. Each member has identified their strengths when leading their segment.

Answer 1

The ADDIE method for organizing training programs consists of analyzing, designing, developing, implementing, and evaluating stages, which are used to create effective training strategies for positions such as spa receptionists and spa therapists, with evaluation of effectiveness post-training.

Step-by-step explanation:

The case study presented involves the authors using the ADDIE method for conducting a training program at Mandara Spa Asia. The ADDIE method includes five phases: analyzing the training need, designing the program, developing the module, implementing, and evaluating the training program. These phases help to structure the process of preparing, executing, and reviewing a training initiative for positions such as spa receptionists and spa therapists. A 2003 study mentioned in the question highlights the effectiveness of organizational training by measuring immediate employee response, learning outcomes, behavioral changes in job performance, and business results like productivity and profits.

Evaluating Employees' performance after training is essential to ensure that the training has been effective. To align with the provided case study, it's important that the training outcomes are measured on similar parameters—as the overall goal is often to enhance skill sets and business performance. These measures affirm that the ADDIE method is not only structured but also cyclical, requiring reevaluation and potential refinement after each execution of the training process.