Term Paper Undergraduate 910 words

Home Depot ADDIE-Based Employee Training Program

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Abstract

This paper outlines a six-week employee training program designed for Home Depot, modeled in part on Lowe's training approach and structured around the ADDIE Instructional Design Model. The program introduces new recruits to Home Depot's culture, history, mission, values, and strategic objectives. Each week targets a specific milestone — from team introductions and formal orientation to meetings with senior leadership and hands-on store experience. The paper explains each phase of the ADDIE model (Analysis, Design, Development, Implementation, and Evaluation) and maps those phases onto the week-by-week training schedule, concluding with an executive follow-up session that allows recruits to reflect and ask questions before beginning their regular roles.

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What makes this paper effective

The paper applies a recognized instructional design framework (ADDIE) to a concrete, real-world corporate training context, grounding abstract theory in practical application.
The week-by-week structure gives the program clear, logical progression — from social integration to formal orientation to leadership exposure to hands-on experience — making the training rationale easy to follow.
The inclusion of both a descriptive breakdown of each ADDIE phase and its direct application to the Home Depot program demonstrates that the student understands the model rather than simply listing its components.

Key academic technique demonstrated

The paper demonstrates applied framework analysis — taking an established instructional design model and systematically using it to plan and justify each element of a real training program. This technique is central to business education writing, where students must show they can translate theory into operational design.

Structure breakdown

The paper opens with context and program scope, then defines each phase of the ADDIE model before mapping that model onto a six-week schedule. Each week is described with a clear purpose, moving from interpersonal onboarding through executive engagement to store-level immersion. The program closes with an evaluation session and references to the source frameworks. This mirrors the structure of a professional training proposal.

Introduction

The following training program is partially modeled on the approach developed by Lowe's and integrates the ADDIE Instructional Design Model as a framework for planning and implementing the training program. Home Depot will structure a comprehensive training program to introduce new employees to its cultural environment and to familiarize them with job requirements, objectives, and strategic initiatives for enhanced work performance and customer support skills. The training program will also instruct employees in Home Depot's history, mission, and values.

The entire training program will be based on the ADDIE Instructional Design Model and will last six weeks. Throughout those six weeks, new recruits will participate in a series of meetings and training sessions in which they will become acquainted with fellow workers, managers, and leaders in the organization, as well as receiving hands-on practice in future job tasks and activities.

The ADDIE Instructional Design Model

The ADDIE model revolves around five core components: Analysis, Design, Development, Implementation, and Evaluation.

1. Analysis includes defining the objectives and goals of the training program, determining what recruits should learn, and establishing the definition of successful outcomes from the program.

2. Design refers to the planning and creation of activities and exercises that will best help bring recruits toward those goals, how ideas should be presented to recruits, and how the course will measure learners' accomplishments.

3. Development entails creating the prototype, developing course materials, conducting a review, and running a pilot session.

4. Implementation refers to actually running the training program — establishing the timetable, contacting speakers, scheduling courses, managing travel and expenses, and ensuring that all participants are informed of dates, times, and that resources are prepared and ready for each session.

5. Evaluation is the stage at which the training specialist measures the outcomes of the program to assess whether the training program achieved its desired objectives: Are recruits eager to work at Home Depot? Are they acquainted with Home Depot's vision and goals? Do they demonstrate comfort with its culture?

The Six-Week Training Program Schedule

The training program is organized into six structured weeks, each targeting a distinct onboarding milestone. The schedule is summarized in the table below.

2 Locked Sections · 330 words remaining

Week-by-Week Training Breakdown · 270 words

"Detailed description of each training week"

Evaluation and Outcomes · 60 words

"Measuring program success and recruit readiness"

Conclusion

The training session culminates with a meeting with Home Depot's executive leadership. Here, recruits are encouraged to share their impressions of the training program and to ask questions before taking their place in the company. By structuring the entire program through the ADDIE Instructional Design Model, Home Depot ensures that new employee onboarding is purposeful, measurable, and aligned with the company's broader strategic vision.

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Key Concepts in This Paper

ADDIE Model New Employee Orientation Instructional Design Corporate Onboarding Training Evaluation Leadership Engagement Retail Operations Cultural Integration Home Depot Workforce Development