Slides about ADDIE Model used during training sessions.

1. ADDIE
TRAINING MODEL
Interview with the People Partner (HR) at
Customer.io
Alyssa Welch
Pranav Kafle

2. Stages of ADDIE
■ Analysis
■ Design
■ Development
■ Implementation
■ Evaluation
Stages discussed with Alyssa.

3. Questionnaire
■ Do you adopt the ADDIE model when conducting training programs in the
company?
■ What aspects do you consider while you are in the development stage of
ADDIE?
■ What aspects do you consider while you are in the implementation stage of
ADDIE?
■ How do you test if the training program aligns with the ADDIE model?
■ What tools relevant to our organization do you use to develop a training
program?

4. Excerpts from the interview
Pranav: Do you adopt the ADDIE model when conducting training programs in the
company?
Alyssa: Indeed we do. Our recent self paced onboarding program and emerging
leaders training program are based on ADDIE model.
Pranav: Could you briefly explain what those programs are?
Alyssa: Our onboarding program is developed for new hires. Instead of following a
rudimentary Notion page and fiddling around the first few months, now new
employees will go through a series of modules that will make them ready to start
working with minimal intervention from their managers. Our emergin leaders
training program is train new manager or leaders who have been recently
promoted to perform well in the new role.

5. Excerpts from the interview
Pranav: The Emerging Leaders program was a third party training program. How
do you ensure that it followed the ADDIE stages.
Alyssa: Indeed they are created by a third party vendor. However, they work with
us to create those training programs from the analysis phase to the evaluation
phase. They are tailored to our needs and aren’t a generic training program as a
one-fits-all solution.
Pranav: Thank you. Diving a bit deeper into one of the stages— development.
What are the aspects you consider?
Alyssa: At this stage, we would have already decided on the framework of the
training. All that would remain is to work on the content, details, graphics,
deliverables such as videos, worksheets, quizzes and games. This all needs to
align with everything decided on the design phase though.

6. Excerpts from the interview
Pranav: Interesting, do you test later after developing the program whether is aligns
with the design?
Alyssa: We certainly do. We systematically check if the content we developed is
accurate as per the framework that was designed. It is easy to just add something or
use a new color or put a link to a new article. However, that breaks the engagement
that we are hoping to get from the program. Furthermore, we are a diverse global
team so we have to careful about the sensitivity of the content from cultural and
other perspective to be in line with our DEI efforts.
Pranav: Thanks. Moving on to the implementation phase, what are the aspects you
consider?
Alyssa: As you know we are a fully remote company, we have to ensure that
everything is virtually deliverable and that too across timezones. When the manager is
available, one of the team members may not be due to being situated in different
locations. To mitigate this, our training modules are always asynchronous.

7. Excerpts from the interview
Pranav: Amazing! But there might be some live sessions or questions that a trainee
might need to ask. How can it be asynchronous?
Alyssa: This is precisely why we adopt the ADDIE model to develop our programs. We
know all these requirements from the analysis phase. How do our trainees ask
questions asynchronously? How can they be answered by the mentors? What are the
measures taken to make live lessons accessible to all? We take all of these into
account and build in order to accommodate these requirements.
Pranav: Thank you. One last question, what are some of the tools you use to build
these programs and how do you use them?
Alyssa: Some of our training programs I built by our partner- Eager Labs, where they
use all the modern tools and techniques to build our programs. If we build these
programs in house then I have a list of tools and practices we adopt.

8. Excerpts from the interview
Pranav: Thanks, could you share it with me?
Alyssa: Sure, first of all, we ship an Oculus Quest 2 to all our employees so that
virtual reality meetings and communications are possible. This allows us to run
sessions as if we are in the same room. We have a mandatory policy that any session
conducted has to be recorded and a slack thread set up to enable asynchronous
viewing and subsequent discussions. We use tools like Zoom, Around, Livestorm, Loom
etc. to conduct training.
Pranav: Thanks, what about learning management systems (LMS)?
Alyssa: Ah, yes. We do use a tool called Lessonly. We create all our content in bite-
sized modules that can be accessed and completed in a self-paced manner. It is one of
the major tools to help us adhere to the implementation stage of ADDIE based on our
analysis.

9. Conclusion
■ Development:
– Working with a third party partner to develop training modules in line
with ADDIE.
– Recent traning programs for newly promoted manager and new hires
were based on ADDIE.
– Using branded content, quizzes, lessons, worksheets, language, videos,
articles, infographics in line with the framework developed in the design
phase.
■ Implementation:
– Provisioning a VR headset to all remote employees to conduct virtual
sessions.
– Using Lessonly as LMS to enable self-paced independent training.
– Policy to record any live session and set up a thread in slack to promote
asynchronous learning and discussion.