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Bloom’s Taxonomy is a framework used by trainers and educators to establish learning goals. It was developed by a group of educators chaired by Benjamin Bloom in 1956. It remains a valuable and widely used tool that is adaptable to changing environments. And it has strong application for learning artificial intelligence. The framework has six levels.

Knowledge is being able to remember information. An example would be that a new marketing employee is able to remember how to login to the company’s social media accounts.

Comprehension is being able to understand the meaning of information. Our new marketing employees can understand the company’s social media metrics like connections, engagement, etc. 

Application is being able to use the information to solve problems. The marketing employee can set up automation tools that will disseminate social media posts at the optimum time for engagement.

Analysis is being able to break down individual components so they can be understood. The marketing employee can conduct an analysis of marketing spend to show where the company is getting the best return on their investment. 

Synthesis is using knowledge for new purposes. The marketing employee can recommend new advertising channels based on the information they’ve received.

Evaluation is judging the value of information. The marketing employee is actively involved in developing new marketing campaign messages.

The reason Bloom’s Taxonomy is important is because when we think about learning, we need to decide what level of training an employee should receive. For example, during orientation, our goal might be to simply provide knowledge. Then later during onboarding, the goal could be to provide comprehension. The learning goal drives the content development. There’s no reason to provide a learning experience at the analysis level if the goal is application. 

Let me add … this isn’t to insult anyone. We’re not saying that people aren’t capable of learning at the different levels. We’re saying that learning sessions should be aligned with the learning goal. Because the type of learning, the length of learning, and the exercises included in the learning should be appropriate for the desired outcome. There’s no reason to have a one-day session if a one-hour session will accomplish the goal. 

I wanted to talk about Bloom’s Taxonomy today because this framework can be very helpful in designing employee learning for artificial intelligence (AI). If organizations are going to use AI, then they need to know what level of Bloom’s Taxonomy the AI technology can provide. Is it simply knowledge? Or is it application? 

And once organizations know what their AI technology can provide, then they need to design learning experiences so employees can effectively work with AI. Using our marketing employee example above, let’s say the company’s AI will be able to do knowledge, comprehension, and application. Well, then employees will need to do the analysis, synthesis, and evaluation part. And if they don’t currently have that level of skill, they will need to receive training and development. In addition, employees should receive training so they can effectively work with AI technology on the knowledge, comprehension, and application tasks. 

Frameworks like Bloom’s Taxonomy can be helpful in designing learning roadmaps for employees to not only learn their jobs but how to work with emerging technologies like artificial intelligence. It will take some research and planning to design the correct learning goals.

Image of blooms captured by Sharlyn Lauby while exploring EPCOT Center in Lake Buena Vista, FL
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04/05/2025 – 12:07 /Sharlyn Lauby
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