How is Bloom's taxonomy applied in corporate training design?

Corporate learning design typically maps to three Bloom levels: Level 1–2 (Know: compliance, policies, product knowledge), Level 3–4 (Do: apply skills to real work tasks), Level 5–6 (Create: innovate, design solutions, lead teams). Most corporate training underemphasises Level 3–6, focusing too much on information transfer vs. performance change.

What is the 70-20-10 learning model?

The 70-20-10 model suggests 70% of workplace learning occurs through challenging experiences and stretch assignments; 20% from developmental relationships (coaching, mentoring); 10% from formal training. This model supports designing learning journeys (not just events) that address all three modes for durable behaviour change.

Bloom's Taxonomy Alignment for Corporate Training

How It Works

Apply Bloom's Taxonomy to corporate learning design. Calculate cognitive load distribution across Know (Remember/Understand), Do (Apply/Analyse), and Create (Evaluate/Create) levels aligned to business performance outcomes and role requirements

Each component has a specific meaning:

Know — The know recorded for the patient or scenario being assessed.
Do — The do recorded for the patient or scenario being assessed.
Create levels aligned — The create levels aligned recorded for the patient or scenario being assessed.

Note: Interpret the bloom's corporate training result against the clinical thresholds and context described above.

How to Use

Enter the Know, Do, Create levels aligned for the patient or scenario you are assessing. Apply Bloom's Taxonomy to corporate learning design. Calculate cognitive load distribution across Know (Remember/Understand), Do (Apply/Analyse), and Create (Evaluate/Create) levels aligned to business performance outcomes and role requirements. Use the bloom's corporate training result to inform your clinical assessment.

Glossary and Definitions

Bloom's taxonomy corporate: A key concept in Bloom's Corporate Training: Apply Bloom's Taxonomy to corporate learning design. Calculate cognitive load distribution across Know (Remember/Understand), Do (Apply/Analyse), and Create (Evaluate/Create) levels aligned to business performance outcomes and role requirements.
Learning design: A key concept in Bloom's Corporate Training: Apply Bloom's Taxonomy to corporate learning design. Calculate cognitive load distribution across Know (Remember/Understand), Do (Apply/Analyse), and Create (Evaluate/Create) levels aligned to business performance outcomes and role requirements.
Cognitive levels training: A key concept in Bloom's Corporate Training: Apply Bloom's Taxonomy to corporate learning design. Calculate cognitive load distribution across Know (Remember/Understand), Do (Apply/Analyse), and Create (Evaluate/Create) levels aligned to business performance outcomes and role requirements.
Performance outcomes: A key concept in Bloom's Corporate Training: Apply Bloom's Taxonomy to corporate learning design. Calculate cognitive load distribution across Know (Remember/Understand), Do (Apply/Analyse), and Create (Evaluate/Create) levels aligned to business performance outcomes and role requirements.
Instructional design: A key concept in Bloom's Corporate Training: Apply Bloom's Taxonomy to corporate learning design. Calculate cognitive load distribution across Know (Remember/Understand), Do (Apply/Analyse), and Create (Evaluate/Create) levels aligned to business performance outcomes and role requirements.
L&D taxonomy: A key concept in Bloom's Corporate Training: Apply Bloom's Taxonomy to corporate learning design. Calculate cognitive load distribution across Know (Remember/Understand), Do (Apply/Analyse), and Create (Evaluate/Create) levels aligned to business performance outcomes and role requirements.
Bloom's Corporate Training: The Bloom's Corporate Training computes a result from the inputs you provide, based on the method described above.