Quizrr’s learning methodology and program design are built to support real understanding and long-term behavior change.
This guide explains how our programs are created, why some questions go beyond the films, and why certain questions appear twice during the training.
What do we mean by "program design" and "learning methodology"?
Quizrr’s program design and learning methodology refer to how the organization structures its training and the principles behind effective learning within its programs—especially in workplace and supply chain contexts.
Program design = how our programs are structured
Quizrr designs its programs to be:
Context-based
Training is tailored to real workplace situations (e.g., factories, supply chains), making it directly relevant to learners’ daily experiences.Localized and culturally adapted
Content is customized for different countries, languages, and cultural norms so learners can relate to it easily.Modular and scalable
Programs are broken into smaller units (modules) that can be delivered flexibly across large workforces.Stakeholder-inclusive
Content is developed with the target audience in mind, often targeting workers, managers, and sometimes other parties such as labor providers or trade union representatives, to ensure broad impact.
Learning methodology = how people learn from our programs
Quizrr’s learning methodology is grounded in participatory and experiential learning principles, where learners actively engage with content rather than passively receive information. Central to this approach is peer-to-peer learning, supported by storytelling through realistic, film-based scenarios that enhance emotional connection and retention.
At the same time, the methodology is designed to be flexible and accessible for individual, self-paced learning, often delivered via smartphones. In these contexts, engagement is maintained through interactive elements and reflective prompts that encourage learners to relate content to their own experiences, even in the absence of group discussion.
Quizzes form an integral part of the learning experience rather than serving solely as assessment tools; they reinforce key messages from the films, introduce additional concepts, and clarify ideas that may not be explicitly covered in the visual content. By consistently providing correct answers, the quizzes support continuous learning and reflection, helping to consolidate understanding.
Overall, the approach emphasizes behavioral change, encouraging learners to apply new insights in their workplace while fostering inclusive and context-relevant learning experiences across both group and individual settings.
Why don't all quiz questions come directly from the videos?
Most information in the training appears in the films. However, not every question is based only on what is shown on screen. Some questions ask trainees to:
Reflect on what they learned
Connect ideas across modules
Apply the concepts to real workplace situations
Not everything can be included in the films, and some basic ideas are already expected to be known through workplace experience. The goal is not for employees to get every question right. The focus is on learning, understanding new concepts, and growing throughout the training.
Why do some questions appear twice?
At the start of each program, employees answer a few baseline questions. These questions help us understand their knowledge before they watch the films. After the films, the full question set appears, and it includes the same baseline questions.
The baseline includes two or three key questions taken from the complete question set. These are chosen because they reflect the program's core learning objectives. Because the same questions appear again later, it can feel repetitive. This is normal and part of the learning design.