Unlocking Employee Potential: The Four Most Prevalent Models for Instructional Design

Jamie Smith
Jamie Smith
L&D Specialist
Unlocking Employee Potential: The Four Most Prevalent Models for Instructional Design

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Imagine a world where the learning experience is tailored to the individual needs of every employee, like a master craftsman creating a bespoke suit for each person. In the realm of corporate Learning & Development, this dream is becoming a reality with the help of instructional design models. These models, when thoughtfully applied, can remove the one-size-fits-all approach and craft a learning experience that truly engages and develops employees.

In this post, we will discuss the four most prevalent models for instructional design and how they can transform the way we approach learning.

ADDIE (Analysis, Design, Development, Implementation, Evaluation)

ADDIE is the granddaddy of instructional design models. As a linear model, it is often the first model that L&D professionals encounter. Its five-step process consisting of Analysis, Design, Development, Implementation, and Evaluation makes it easy to understand and apply. A Fortune 500 HR executive stated, “ADDIE has been a staple in our instructional design process because it provides a clear and systematic approach to training development.”

Kemp’s Instructional Design Model

Kemp’s Instructional Design Model offers a more flexible and cyclical approach compared to ADDIE. It consists of nine key elements including identifying instructional problems, examining learner characteristics, defining objectives, and selecting the appropriate content and methods. The model’s flexibility allows instructional designers to make adjustments and revisions throughout the process, ensuring the learning experience better adapts to the needs of the company and its employees.

Gagne’s 9 Events of Instruction

Gagne’s model focuses on the actual learning experience through nine distinct events of instruction. These events, including gaining attention, stimulating recall, presenting new information, and providing feedback, are aimed at promoting learners’ engagement and retention. An L&D professional at a major tech company shared, “Gagne’s framework has proven invaluable in guiding our team to craft interactive and effective learning experiences.”

ARCS (Attention, Relevance, Confidence, Satisfaction) Model

The ARCS model takes a motivational approach to instructional design. It focuses on four key elements – Attention, Relevance, Confidence, and Satisfaction – to create a captivating learning environment. By addressing the learners’ motivation, the ARCS model ensures that employees are invested in their learning experience, leading to better outcomes and a more skilled workforce.

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Discover the Power of Learnexus

Choosing the right instructional design model is just the beginning. It’s time to unleash the full potential of your company’s Learning & Development initiatives with the help of Learnexus. As a freelancer marketplace for L&D, Learnexus is the go-to platform for managers at Fortune 500 companies to easily find and hire top-notch freelancers with highly specific skills and experience. With Learnexus, you’ll save time, reduce procurement issues, and enjoy cost savings of 47% while delivering a tailored learning experience to your employees. It’s time to craft your own masterpieces with the power of Learnexus.