Learning Needs

Bloom’s Taxonomy is a popular framework used to formulate learning objectives in the learning and development and education sectors. First introduced in 1956 by Benjamin Bloom, with a revision in 2001, the model has been in use for almost 8 decades. The taxonomy comes from 16 years of extensive research by Bloom and his colleagues in the field of education and has stood the test of time. Let us look at how to put Bloom’s taxonomy into practice to write compelling and purposeful objectives for corporate learning.

Identifying training needs can be an overwhelming task without the proper methods at one's disposal. Having a basic training needs identification strategy can, thus, come in handy for organizations in the long run. Since training and development are integral parts of a company's overall functioning, they occur in some capacity throughout an enterprise's lifecycle. A structured process called training needs analysis (TNA) is usually carried out whenever a new goal or discrepancy arises. The following sections will explore how to assess training needs by highlighting the methods used.

Articulate Rise 360 is the best option for developing eLearning content for your organization if you want to move from text-heavy courses. Articulate Rise develops eLearning courses using flexible components called learning blocks to create custom eLearning courses.

Merrill's Principles of Instruction are a set of instructional design (ID) guidelines that combine features of other successful ID models into one comprehensive framework. They offer a purposeful approach to course building that begins with first identifying a real-world problem and then developing practical instruction around it.

Synchronous online learning is a mode of e-learning that happens in a real-time group setting. Such programs are headed and facilitated by skilled trainers and instructors. Each session occurs at a fixed time, and students must be present for the successful learning and completion of the course.

Most of us have heard of or instinctively understand the forgetting curve. Also known as the Ebbinghaus forgetting curve, this psychological model of memory captures how people forget information over time when efforts to retain or recall are not made.

The Kirkpatrick training model is a long-term result-oriented approach to training effectiveness evaluation. It defines an effective training program as one that facilitates the extended application of learnings to meet measurable behavioral targets in learners. These targets, in turn, impact the performance of the organization as a whole.

Employee behavior at the workplace is one of the predominant factors in deciding business growth, organizational values & ethics while achieving short-term and long-term objectives. Here, the need for training plays a pivotal role in sculpting desirable employee behavior. However, changing behavior is not an overnight process and requires drilling beyond the surface to determine the elements influencing it. This article puts the spotlight on the meaning behind employee behavior, the factors responsible for it, and the ways to drive change.

The ADDIE learning model is a course designing model instructional designers use to make efficient and engaging courses. First developed at Florida State University in 1975, the ADDIE learning model has since become the most widely used approach to instructional design. There are 5 stages in this model.