Editor’s Note: If you missed last week’s blog – the first in our On the Job Training (OJT) series, give it a quick read.

Why is it that when we translate an organization’s need for employees to gain understanding of a topic or job function, there is often little credence paid to educational research but ample attention paid to the bottom line? Or, did that clever turn of a phrase just answer the question? I actually meant bottom line, as in the basic info that must be conveyed, versus bottom line as in spending, money, budget.

Why can’t we get Bloomin’ in the workplace?

Bloom’s Taxonomy of learning utilizes six hierarchical cognitive domains to move the learner through the education process. The domains follow:

1. knowledge
2. comprehension
3. application
4. analysis
5. synthesis
6. evaluation

Based on a hierarchical structure, they assert that a person cannot obtain comprehension without knowledge, and cannot apply knowledge without comprehending it, and so on. Using Bloom’s Taxonomy to design even your most basic OJT trainings acknowledges the learning processes that are realistic and increases your ability to hit your learning objectives and your business objectives.

Once again the term bottom line comes to mind. While it may seem that skimping on things like working with instructional designers or in-house training teams is a short term win for the current budget cycle, the quality and efficiency of the overall workforce will pay dividends this fiscal year and well beyond if you use their expertise. That is a bottom line that should not be overlooked.