Learning and Development
This section covers Learning and Development. The exam tests needs analysis, design, delivery, transfer, and evaluation. Expect questions that separate training problems from process or tool problems.
Core rules
- ADDIE: analysis, design, development, implementation, evaluation.
- Needs analysis separates organizational, task, and person needs. Training is not the fix for unclear process or poor tools.
- Write objectives with action, condition, and criterion; align assessment to objectives. Bloom's taxonomy orders cognitive outcomes.
- 70-20-10 is a rule of thumb: most learning is on-the-job, then social, then formal.
- Kirkpatrick levels: 1 reaction, 2 learning, 3 behavior, 4 results. Phillips level 5 ROI = (net benefits − costs) / costs. Use margin, not revenue, for business impact.
- Transfer depends on manager support, practice, feedback, and application opportunities.
- LMS, SCORM, and xAPI track completion; compliance training needs audience rules, deadlines, and records.
Worked example
A sales training costs $100,000 for 50 reps. It produces two extra closed deals per rep per year at $10,000 revenue per deal and 30% margin. Gross revenue lift = 50 × 2 × $10,000 = $1,000,000; margin benefit = $300,000. Net benefit = $300,000 − $100,000 = $200,000. ROI = $200,000 / $100,000 = 200%. Using revenue would overstate the return at 900%.
Traps
Evaluating only reaction; using revenue instead of margin; skipping a control group; confusing level 3 behavior with level 4 results; and assuming a course fixes a process problem.