Use Your Learning Goals to Bring Balance to Your Training Programs 2/3:<br>Application & Analysis

Article

Use Your Learning Goals to Bring Balance to Your Training Programs 2/3:
Application & Analysis

Article
Use Your Learning Goals to Bring Balance to Your Training Programs 2/3:<br>Application & Analysis
Bloom’s Taxonomy, a tool popularized by instructional designers, neatly sorts all learning processes into six skill levels. Frequently used by trainers to prepare their programs, this hierarchical model also helps L&D managers assess learner needs and set tailored learning objectives. In our previous article, we looked at the first two levels of Bloom’s Taxonomy: knowledge and comprehension. Now we’re going to look at the third and fourth objectives: application and analysis.

The ins and outs of Bloom’s Taxonomy

Once you’ve gained knowledge and comprehension, it’s time to apply what you’ve learned. In the third step, you have to use your knowledge by completing a practical exercise or solving a scenario-based problem. By this stage, learners can take methods and concepts that they’ve learned and apply them to a new context. Demonstrating, illustrating, and interpreting that knowledge come into play here.

Application, then analysis
Once you’ve mastered the third step, you can move on to the fourth objective: analysis. According to Benjamin Bloom, analysis means breaking information into component parts to see the difference between ideas. Learners should be able to evaluate, criticize, and question the knowledge they’ve acquired.

Two areas of expertise: hard skills and soft skills

Analysis and application apply to both hard skills and soft skills. For example, both levels involve learners acquiring professional abilities while they reflect on their practices and adopt an impartial standpoint. By combining micro- and macro-learning, you can create an engaging, real-world learning experience during these two levels.

Support from managers is key to keeping team members motivated and helping learners progress through training programs. Each experience should be backed up by a discovery-based learning strategy, drawing on feedback and trial and error.

Application & analysis: under the microscope

Let’s look at real-life examples of the third and fourth objectives in Bloom’s Taxonomy:

  • Refining the managerial skills of team members to suit leadership positions
  • Supporting your business through its digital transformation.

These two examples require application and analysis.

To help skills stick, longer training periods and structured, customizable courses are the way forward. You should also vary teaching resources and module lengths. Using specific, experience-based data, programs should be tailored to each learner via:

  • quizzes and feedback
  • content recommendations from managers
  • community suggestions.

Find out how Innogy managed to create an honest, team-spirit environment to engage its learners using CrossKnowledge solutions:

To help your team members achieve these objectives, CrossKnowledge suggests our engaging digital learning solutions, customized to individual learner profiles (role, availability and commitment to training). With the vast array of functionalities available, you can ensure that your employees are learning interactively through quizzes and tests, and completing practical exercises. Designing a structured yet adaptable training program using a CrossKnowledge solution may generate discussions with in-house experts, prompt trainers to answer staff queries, and support conversations between learners. Managers can make recommendations to learners using a dedicated interface.

Want to find out more information about our customized learning solutions? Follow the link below:

 

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