Bloom’s Taxonomy and Picking The Right Training Methodology: A Guide to Effective Learning

by | Sep 1, 2023 | 0 comments

Many training programs fail to engage learners, leaving them unsure of how to apply what they’ve learned on the job. Aside from the trainer’s lack of facilitation skills, it could be because of a poorly designed course. It is critical to grasp Bloom’s Taxonomy and use it as a tool to construct effective training activities in order to address this issue. Training Practitioners may empower their learners to reach higher levels of learning and effectively apply their acquired knowledge by aligning training approaches with the targeted learning goals.

Remembering: The lowest level, where learners recall facts, definitions, or concepts.
Understanding: Comprehending and interpreting information to explain concepts in one’s own words. 3. Applying: Using acquired knowledge to solve problems and apply concepts in real-world scenarios.
Analyzing: Breaking down complex information into its components to identify patterns or relationships.
Evaluating: Making judgments about information, methods, or concepts based on specific criteria.
Creating: Generating new ideas, products, or interpretations by combining existing knowledge and skills.
Designing a Well-Structured Training Activity

To ensure training activities are engaging, relevant, and effective, it’s crucial to align them with Bloom’s Taxonomy. Here’s a step-by-step guide to outlining a well-structured training activity:

1. Identify learning objectives. Clearly define what learners should achieve by the end of the training. For example, if the performance objective is for the learner to be able to solve problems and make decisions, the learning objectives can be outlined using Bloom’s Taxonomy. For example:

Define common terms and concepts related to problem-solving and decision-making.
Identify different types of decision-making models.

Describe the characteristics and components of a well-defined problem.
Differentiate between various decision-making approaches, such as rational, intuitive, and collaborative

Apply problem-solving techniques, such as brainstorming, root cause analysis, or SWOT analysis, to identify and analyze problems.
Demonstrate the ability to select appropriate problem-solving strategies based on the nature and complexity of the problem

Analyze complex problems by breaking them down into smaller components and identifying patterns or relationships.
Compare and contrast different problem-solving methodologies and decision-making models to determine their suitability for specific situations

Assess the effectiveness of problem-solving strategies and decision-making processes used in various situations.
Evaluate the ethical implications of decisions and consider the impact on stakeholders.

Design and implement a comprehensive problem-solving and decision-making framework for a specific organizational challenge.

By incorporating these learning objectives into training activities and selecting appropriate methodologies for each level of Bloom’s Taxonomy, learners can develop a well-rounded understanding of problem-solving and decision-making.

2. Start with foundational knowledge. Begin by introducing fundamental concepts, definitions, or theories necessary to build a solid understanding.

3. Engage through real-world examples. Provide practical examples and case studies that allow learners to see the relevance and applicability of the concepts being taught. This bridges the gap between theory and practice.

4. Encourage active learning. Incorporate interactive exercises, simulations, and group discussions to promote learner engagement and collaboration. This fosters the application and analysis of knowledge.

5. Provide feedback and reflection opportunities. Offer timely feedback on learners’ progress, allowing them to reflect on their understanding and identify areas for improvement.

Selecting Effective Training Methodologies Choosing the right training methodology is crucial for achieving the desired learning outcomes at each level of Bloom’s Taxonomy. Here are some recommendations for different levels:

Remembering. For foundational knowledge, employ methodologies such as lectures, readings, or multimedia presentations. Use visual aids or mnemonic devices to aid memory retention.
Understanding. Utilize techniques like group discussions, concept mapping, or instructional videos that encourage learners to explain concepts in their own words. 
● Applying. Incorporate case studies, simulations, or role-playing exercises that require learners to apply acquired knowledge to realistic situations. Provide opportunities for hands-on practice.
Analyzing. Engage learners in problem-solving activities, data analysis, or critical thinking exercises. Encourage them to identify patterns, compare and contrast information, and draw conclusions. 
● Evaluating. Present learners with complex scenarios or debates, where they must evaluate different perspectives, make judgments, and justify their opinions. Encourage debates and peer reviews.
● Creating. Foster creativity through project-based learning, design challenges, or innovation workshops. Encourage learners to generate new ideas, develop prototypes, or propose alternative solutions

Effective training should never be dull or aimless. Organizations may develop training activities that engage learners and empower them to apply their knowledge effectively by using Bloom’s Taxonomy and matching training approaches with the desired learning goals. Remember to establish clear learning objectives, use real-world examples, and choose acceptable approaches at each level in Bloom’s Taxonomy. Organizations may ensure that training programs not only enhance trainees’ abilities but also contribute to their professional progress and success in this manner.

About the Writer




Edwin is the founder and CEO of ExeQserve Corporation, an HROD Solutions Company. He is also the company’s head consultant for Talent and Organization Development. Ed developed his skills in training, recruitment, human resource management, organization development, and management consulting through twenty years of collective experience in the retail, financial, BPO, and HR consulting business. He is also a member of PSTD’s Board of Trustees

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