ADDIE stands for Analysis, Design, Development, Implementation, and evaluation. This acronym is well-known to anyone involved in training and development. It is a viable instructional design method, as many in the field believe. When someone asks about training and development, most people refer to ADDIE as a framework. 

It is the basis of my explanation of what T&D (or L&D as it's more commonly known) mainly consists of. ADDIE's potential as an ID modeling process (or model) falls quickly into the better category. Add ADDIE to the list of instructional design models, if it includes design within it. You can learn this ADDIE model by visiting https://elearning800.com/methodology.html.

However, ADDIE (Analysis, Design, Development Implementation and Evaluation), provides a valuable framework for instructional design. Instructional design, or the first "D", in ADDIE, refers to a series of distinct steps. These include: creating learning objectives, outlining the information that must be addressed if they are achieved, noting possible constraints on course execution, identifying appropriate learning activities keeping these implementation constraints in mind. 

Preparing an evaluation strategy (formative and summative), listing the resources needed for development, and all this culminating in an instructional design document. This document is then reviewed approved and used to guide actions in the next "D" (Development). Designers need to be familiar with ADDIE in order to understand the context and framework of their work. They do perform needs and performance analyses, design instruction, often create or draft course materials, and are sometimes involved in the delivery (or evaluation) of training.