Talking about violence in the workplace can be an uncomfortable process. But it is also unavoidable if you want to do all you can to eliminate the threat of violence from your establishment.
In a recent BLR webinar, Michael D. Lawrence, principal consultant and founder of the firm Summit Safety Technologies in Long Beach, California, offered a detailed description of one such instructional design process, known as ADDIE:
- Analysis
- Design
- Development
- Implementation
- Evaluation
Here’s how each step of ADDIE works. Analysis includes:
- Training needs analysis
- Learner analysis (learning styles)
- Performance analysis
- Job-task analysis
Design involves:
- Learning objectives
- Course content
- Instructional strategies and methods
- Evaluation and design plan
- Resource requirements
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Development includes:
- Course materials
- Learning activities
- Lesson plan and instructor’s guide
- Delivery system
- Tests and assessments
Implementation involves:
- Delivery
- Demonstrate skills before hands-on exercises
- Train-the-trainer
Evaluation includes:
- Formative: learner assessments, communication with learners, periodic evaluations
- Summative: analysis of formative assessments, examinations, surveys, interviews
- Should closely link to course objectives
- The levels of evaluation should include:
—Learner feedback (level 1)
—Transfer of knowledge (level 2)
—Transfer of skills to the job (level 3)
—Impact of training on the business (level 4)
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Follow these steps as much as possible when forming your own training courses, and your training sessions will most likely be very effective at helping your employees to work safely.
Why It Matters
- According to chief financial officers (CFOs) in a recent survey, the top two benefits of workplace safety are productivity (43%) and reduced costs (28%).
- In the same survey, the CFOs said the top injury prevention activity is "better training" (26%).
- CFOs agree: It makes good business sense to design effective safety training courses for your workers.
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