[This is the eighth in a series of posts about learning objectives. We’ve now compiled all the posts into a single downloadable guide to writing learning objectives if you want to check that out.]

As we mentioned in a previous post, there are three different kinds of learning: learning about things you can “know,” learning about things you can “do,” and learning about things you “feel.” We will refer to these as knowledge, skills, and attitudes, or “KSAs” for short.

In this post, we’re going to consider the “attitudes” domain more closely. The information below is based on the theories of Krathwohl, Bloom, and Masia (1973), and it relies greatly on explanations of those theories that appear Don Clark’s well known “Big Dog Little Dog” instructional design blog. Check out Clark’s material on learning domains to read more about this and to learn about alternate versions of this hierarchy and other learning hierarchies.

You can use this information to create a more effective workforce training program.

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Companies pour a lot of money into training. And of course, they hope that money is well spent.

That would mean that the training worked, in casual terms. Or, to be more specific, that employees learned things, developed new skills, and changed their behaviors at work, and those changed behaviors ultimately contributed to progress toward a business goal, such as increased workplace safety, higher production efficiency, increased sales revenue, lower total costs, the roll-out of a new product, or similar goals.

But exactly how do you know if your training was effective?

To figure this out, Donald Kirkpatrick came up with something now called Kirkpatrick’s Four Levels of Training Evaluation. There are other methods to do this, but Kirkpatrick’s Four Levels are a widely used method. They became very popular after he published his book Evaluating Training Programs in 1994.

We’ll learn more about the four-level Kirkpatrick evaluation in this article.

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[This is the the seventh in a series of posts about learning objectives. We’ve now compiled all the posts into a single downloadable guide to writing learning objectives if you want to check that out.]

As we mentioned in an earlier post, Bloom believed there are three different kinds of learning: learning about things you can “know,” learning about things you can “do,” and learning about things you “feel.” We will refer to these as knowledge, skills, and attitudes, or “KSAs” for short.

In this post, we’re going to consider the “skills” domain more closely, looking at six different levels of skill. The information below is based on the theories of R.H. Dave (1975), and draws from explanations of those theories that appear at Don Clark’s well-known “Big Dog Little Dog” instructional design blog. Check out Clark’s material on learning domains to read more about this hierarchy and to learn about alternate versions of this hierarchy by Simpson and Harrow if you’re interested. I’ve written about Dave’s hierarchy because it’s the one that seems most useful to me, but the others are also popular, well-known, and well-regarded.

This information can help you create a more effective workforce training program.

(more…)

Read More