摘要
知识经济时代的劳动力具有很强的流动性,不断的开发和应用智力资本成为组织创造价值的关键,也是为企业发展注入知识和技能动力的最佳实践方式之一。这使得人力资源开发学者和实践者认为有必要回顾一下劳动力开发的历史。传统的培训模型有很多,但它们几乎都包含分析(Analyse)、设计(Design)、开发(Develop)、实施(Implement)、评估(Evaluate)五个阶段(简称ADDIE)。ADDIE培训模型是从二战后对教学系统的研究演变而来。文章试图纵览ADDIE培训模型的发展过程,并对ADDIE培训模型的演变与企业培训模式研究作出思考,以期呈现ADDIE培训模型思想的精华。
Labor in the era of knowledge economy in the continuous flow and continuous development and application of intellectual capital is key to creating the value of the organization, and also one of the best practices for the development of knowledge and skills for the enterprise development. This has made the scholars and practitioners for the development of human re- sources hold the view that it is necessary to review the best practice of the development of labor. There are a lot of tradi- tional training models, but almost all of them are based on analysis, design, development, implementation and evaluation （ADDIE for short）. ADDIE training model evolved from researches on teaching system after the World War II. This paper attempts to overview the ADDIE training model development process and discusses the evolution of the ADDIE training model research as to present the essence of ADDLE training model.
出处
《企业经济》
北大核心
2015年第11期74-78,共5页
Enterprise Economy
