As you've seen in your reading, there are two general categories of training delivery methods:
• Traditional training methods
• Technology-based training methods
Traditional Training Methods
Traditional training methods require an instructor or a facilitator, and they involve
face-to-face interaction between trainees. These methods are broken into three
general types:
• Presentation Methods. Trainees are presented information through lecture,
audio visuals, or discussion techniques to get them actively involved in the
learning.
• Hands-on Methods. These methods include on-the-job training,
apprenticeships, case studies, simulations, and role-playing.
• Group Building Methods. These include such things as team training,
leadership training, and adventure training.
Technology-Based Training Methods
With technology-based training, technology is used for the delivery and the
instruction. Some of the traditional methods, for example, case studies and
simulations, can also be used in technology-based training. The technologies
include:
• Computer-based training, online learning, e-learning, and web-based
training. All these refer to training that is done on a computer through the
Internet
• Social Media. This training takes place through wikis, blogs, and social
networks.
• Mobile Technology. This is learning delivered over mobile devices such as a
smart phone, notebook or iPad.
Technology-based training is being used more and more, but it is not likely to totally
replace face-to-face instruction. Instead, both are often being combined to form
blended learning, which offers the benefits of both the traditional training methods
and the technology-based training methods.
Reference
Noe, Raymond A. (2017) Employee Training & Development, 7th ed. McGraw-Hill Education. NY.
If you had never been close to a horse before, how comfortable might you be if someone instructed you to get in the saddle, gallop across a field, and jump a fence at the other end? Chances are
that you might be a bit nervous about this because you don't have the knowledge and skills that form the foundation for such a request.
In this scenario, there is a big difference between "Name the steps for mounting a horse" and "Stay aboard a horse jumping a large obstacle," and recognizing that people learn best when they go
through levels of learning in order is key in writing solid objectives.
What Is Bloom's Taxonomy?
Perhaps one of the most accepted methods for writing instructional design objectives is Bloom's Taxonomy.
Bloom set up a taxonomy - or learning map - to show that people learn best when they go through levels of learning in order - from knowledge to understanding, to application and analysis, and
then to evaluation and creation. Blooms' taxonomy moves from the bottom to the top, from lower-level (remembering, understanding) to higher-level thinking skills (evaluating, creating).
Bloom's Taxonomy
Directions: Click or tap each level to learn more
Create
Evaluate
Higher-Order
Learning
Analyze
Lower-Order
Learning
Apply
Understand
Remember
(Anderson & Krathwohl, 2001, pp. 67-68)
As you become familiar with Bloom, you will learn to apply his verbs throughout your process of writing objectives! Download the document below to help you write and evaluate objectives that are
in keeping with each of Bloom's levels.
Bloom's Taxonomy Verbs
Reference
Anderson, L. W., & Krathwohl, R. D. (2001). A Taxonomy for Learning, Teaching, and Assessing: A Revision of Bloom's Taxonomy of Educational Objectives. New York: Longman.
There is no point in creating instruction without first deciding on what message you want to get across--in other words, your goals and objectives.
Goals specify the outcomes for the training and for the target learner. They outline what is expected when the students exit the training. They answer the question, "Where are we going?"
Objectives answer the question, "What do we do to get to the destination specified in the goals?" Objectives define learning outcomes in a way that can be measured with some objectivity. The
key verbs in your objectives relate to doing, and they establish learning areas for learners' growth (and change) in their knowledge, skill, behavior, and attitudes.
An instructional goal is a general statement of what you want to accomplish, while an instructional objective has more measurable characteristics. For example a goal may read as follows,
"Participants will learn to use the new HR system," whereas an objective reads as this, "In this morning's HR System Training, the objective is to have each of the participants create requests for
vacation and sick leave." Although the objective sounds challenging, it is clear what the expectations of the learner are after the training is complete.
Setting Goals and Objectives
The approach to developing learning objectives most often used by instructional designers was created by Robert Mager. Mager's approach is to create objectives that ensure the participant
achieves measurable and observable performance.
Mager recommends using three components in writing learning objectives (when possible):
Component
Action
Example
You will
able to write
measureable objectives.
Condition
Description
Identify the action the learner
will take when he or she has
achieved the objective.
Describe the relevant
conditions under which the
learner will act.
Specify how well the learner
must perform the action.
Criterion
You will analyze the needs,
tasks, and learners for your
course training project.
Customer service
representatives will decrease
their call time in the next
quarter by 15%.
It is important to set clear and concise learning outcomes for your trainings, so both you and the learner know what to expect.
Tips for Writing Objectives
When you write objectives:
• List objectives in bulleted series form followed by a period.
. Try to avoid using the same verb more than once in one set of module objectives.
• Relate objectives to the subject matter in a way that is relevant to the learners.
Be sure that your objectives are related to the goal.
Following Bloom's Taxonomy can help you write clear, specific, and measurable goals.
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