![]() Action words for application are: use, apply, demonstrate, solve, employ, and perform. In the past, we’ve shared that adults are problem solvers and to learn at their best, they need to understand how they can use what they’ve learned in their roles. With knowledge and comprehension, your learners then need to be able to demonstrate how what they have learned is actually applicable to life. ![]() ![]() For corporate training, this could be done by requesting long-form answers to questions where the learner describes what they’ve learned. Action words here are: describe, explain, summarize, discuss, illustrate, and identify. While knowledge is just about remembering facts, comprehension goes a step further and asks learners to demonstrate an understanding of the information being presented to them. Therefore, creating a course with a multi-choice or true or false quiz shows that facts have been learned. An example of this is with compliance training, recalling facts and steps is particularly important. For certain courses, the knowledge stage works well. For this stage, common action verbs would be: arrange, match, identify, memorize, select, and name. Although important, regurgitating facts doesn’t necessarily guarantee your learners understand what they’re learning. Knowledge is seen as the least substantial level in the taxonomy. This is about recognizing and remembering specific facts and statements from the material being learned. Each of these is also paired with action verbs that help you describe the activity that should be taking place. The taxonomy consists of 6 objectives that are knowledge-based. Bloom’s taxonomy simply enables you to create and set different objectives that are measurable for your learners. There are a few methods that businesses can use to develop training objectives, but the most famous and one of our favorites is Bloom’s taxonomy. How to develop learning objectives with Bloom’s taxonomy Objectives help you focus on the most important content you need to create, enable you to create it quickly, and ensure you don’t make costly mistakes by having to re-create course content. Often avoided as it’s seen as a time-consuming task, in reality, establishing training objectives from the offset saves your training project time, money, and resources. You can hone in on building a course that only contains the information needed to reach the objective and give your learner the best chance of success. When creating your training courses, having an objective in mind helps you to tailor the content towards reaching it. If it doesn’t, you can then edit and adapt your training to ensure it helps to reach your target. With each course having a learning objective, you can see whether a course that’s been created actually meets that objective and whether it fits in with your overall training goal. Creates a clear path to reaching your business’s overall learning goal Learners take their course and are aware of the information and skills that they should be gaining. The most basic advantage of learning objectives is that they enable you to clearly explain to your learner what the purpose of their training is. ![]() So, why are training objectives something you should be doing? In actuality, they are incredibly helpful for both you and your learners. Importantly, training objectives should be concise, focused statements that break down what each course will accomplish and how they will help reach the business’s overall end goal of training. They should detail the information that will be acquired and what learners will be able to accomplish through learning this information. Training or learning objectives are the intended measurable outcome that your learners will achieve once they’ve finished a course. You can also download our free training evaluation form here. Let’s explain what training objectives are and how you can develop them for your training programs. Used as a way to add structure and focus when creating programs and for learners while training, training objectives are a simple way to ensure you’re on the right track. But, how do you build training programs that make this clear and relevant? The answer: by setting training objectives. ![]() Impactful training is about you and your learners knowing what is to be achieved through learning. Emma O'Neill, Product Marketing Manager at LearnUpon ![]()
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