Learning & Development
Learning & Development
What you will learn
- Order the ADDIE phases and know that analysis comes first.
- Name Kirkpatrick's four levels and what each measures.
- Apply adult learning principles and the 70-20-10 model.
- Distinguish coaching from mentoring and define an IDP.
Training is a means, not an end: its goal is changing on-the-job behavior and improving results, not filling classroom seats. That's why it starts with needs analysis and is evaluated by what actually changed afterward.
The ADDIE model
Analysis
Need, audience, objectives
Design
Development
Implementation
Evaluation
Kirkpatrick's four levels
1 — Reaction
Were trainees satisfied with the course?
2 — Learning
What knowledge and skill was gained?
3 — Behavior
Are they applying it on the job?
4 — Results
What's the impact on organizational metrics?
Coaching vs. mentoring
| Coaching | Mentoring | |
|---|---|---|
| Focus | Specific performance or skill | Broader career growth |
| Duration | Usually time-bound | A longer relationship |
70-20-10
About 70% of learning comes from experience and assignments, 20% from others through coaching and feedback, and only 10% from formal training. That's why delegation with support is a powerful development tool.
What matters on the exam
- Adults learn best when training ties to their work problems and respects their experience.
- An IDP is agreed by employee and manager, setting goals, activities, and timelines.
- Succession planning develops a talent pool for the future; replacement planning names backups for current roles.
Quick check
Answer in your head first, then reveal.
What is ADDIE's first phase?Reveal the answer
Analysis.
Which Kirkpatrick level measures applying learning on the job?Reveal the answer
Level 3: behavior.
Where does most learning come from under 70-20-10?Reveal the answer
On-the-job experience and assignments.
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Your next step
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Sources
Used to verify the facts. The writing is original to Passuit.