In an era where digital learning is becoming the norm, training businesses need structured and effective content development frameworks to create engaging, high-quality training materials. A well-designed framework ensures consistency, relevance, and scalability, enhancing the learning experience and business outcomes. This article explores the most effective content development frameworks for training businesses, outlining their principles, benefits, and implementation strategies.
1. ADDIE Model: The Classic Approach
The ADDIE model (Analysis, Design, Development, Implementation, Evaluation) is one of the most widely used instructional design frameworks. It provides a systematic approach to creating training programs.
Steps of the ADDIE Model:
Analysis: Identify the learning needs, target audience, and business objectives.
Design: Define learning objectives, structure content, and choose instructional strategies.
Development: Create course materials, assessments, and multimedia elements.
Implementation: Deploy training through online platforms, workshops, or blended learning.
Evaluation: Assess learner performance and training effectiveness, making iterative improvements.
Benefits of ADDIE:
Ensures a structured, logical development process.
Allows for continuous refinement.
Aligns training content with business objectives.
Challenges:
Can be time-consuming.
Requires extensive planning and iteration.
2. SAM (Successive Approximation Model): Agile Content Development
The SAM model is an agile alternative to ADDIE, allowing for faster iterations and flexibility.
Core Elements of SAM:
Preparation Phase: Gather initial requirements and brainstorm solutions.
Iterative Design Phase: Develop prototypes, receive feedback, and refine content.
Iterative Development Phase: Implement, test, and revise training materials.
Why Use SAM?
Faster content development compared to ADDIE.
Encourages collaboration and iterative improvements.
Well-suited for digital training materials and e-learning platforms.
Challenges:
May lead to scope creep without proper controls.
Requires frequent stakeholder involvement.
3. Bloom’s Taxonomy: Structuring Learning Objectives
Bloom’s Taxonomy is a hierarchical model used to define learning objectives and outcomes. It ensures that training materials cater to different levels of cognitive learning.
The Six Levels of Bloom’s Taxonomy:
Remember: Recall facts and basic concepts.
Understand: Explain ideas or concepts.
Apply: Use information in real-world scenarios.
Analyze: Examine and break down information into parts.
Evaluate: Justify decisions and opinions based on criteria.
Create: Produce new or original work.
Benefits:
Helps design structured and progressive learning materials.
Encourages higher-order thinking.
Aligns assessments with learning objectives.
Implementation in Training:
Design training programs that progressively move from basic knowledge retention to skill application.
Use scenario-based learning and problem-solving exercises.
Include diverse assessments that measure different cognitive levels.
4. Action Mapping: Outcome-Driven Training
Developed by Cathy Moore, Action Mapping is a streamlined approach to instructional design that focuses on business goals and learner actions.
Key Steps in Action Mapping:
Define a clear business goal (e.g., reduce onboarding time by 30%).
Identify the real-world actions learners must perform.
Create realistic practice activities instead of passive content.
Provide targeted information only when necessary.
Why Choose Action Mapping?
Reduces unnecessary content, making training concise and engaging.
Aligns training directly with business objectives.
Focuses on practical application rather than passive learning.
Challenges:
Requires close collaboration with subject matter experts.
May not be suitable for knowledge-heavy subjects requiring extensive theoretical understanding.
5. The 70:20:10 Learning Model: Beyond Formal Training
The 70:20:10 framework emphasizes experiential learning, social learning, and formal education.
Breakdown of Learning Sources:
70%: Learning through on-the-job experiences.
20%: Learning from others (mentoring, collaboration, social learning).
10%: Formal training (classroom or e-learning courses).
How to Implement in Training Businesses:
Encourage real-world application through simulations, role-playing, and on-the-job projects.
Foster collaboration with coaching, peer learning, and discussion forums.
Develop formal courses that complement hands-on and social learning.
Benefits:
Enhances long-term knowledge retention.
Encourages continuous learning beyond formal training sessions.
Aligns with how adults naturally learn in the workplace.
Challenges:
Difficult to measure informal and experiential learning.
Requires a culture that supports peer learning and mentorship.
6. Microlearning: Bite-Sized, Engaging Training
Microlearning delivers training in short, focused bursts, typically in 5–10-minute segments.
Core Features of Microlearning:
Short, digestible content (videos, quizzes, infographics, etc.).
Mobile-friendly and accessible on demand.
Focused on a single learning objective.
Advantages:
High learner engagement.
Reduces cognitive overload.
Ideal for mobile learning and just-in-time training.
Best Practices for Microlearning Implementation:
Use multimedia content for better engagement.
Provide immediate feedback and assessments.
Ensure modules are standalone yet interconnected.
Challenges:
May not be suitable for complex topics requiring deep exploration.
Needs a robust content curation strategy.
Summary: Choosing the Right Framework
Selecting the right content development framework depends on the business goals, learner needs, and training format. ADDIE is ideal for structured, large-scale training programs, while SAM offers agility for rapid development. Bloom’s Taxonomy ensures progressive learning, and Action Mapping keeps training outcome-driven. The 70:20:10 model extends learning beyond formal training, while microlearning enhances engagement and retention.
Training businesses should consider hybrid approaches, combining elements from multiple frameworks to optimize learning impact. By implementing these frameworks strategically, organizations can create compelling, effective training programs that drive measurable results and business growth.
About LMS Portals
At LMS Portals, we provide our clients and partners with a mobile-responsive, SaaS-based, multi-tenant learning management system that allows you to launch a dedicated training environment (a portal) for each of your unique audiences.
The system includes built-in, SCORM-compliant rapid course development software that provides a drag and drop engine to enable most anyone to build engaging courses quickly and easily.
We also offer a complete library of ready-made courses, covering most every aspect of corporate training and employee development.
If you choose to, you can create Learning Paths to deliver courses in a logical progression and add structure to your training program. The system also supports Virtual Instructor-Led Training (VILT) and provides tools for social learning.
Together, these features make LMS Portals the ideal SaaS-based eLearning platform for our clients and our Reseller partners.
Contact us today to get started or visit our Partner Program pages
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