The learning challenges of your organization can be unique to your industry and business. Successful new technology implementations, digital transformations, change management, or new hire onboarding needs to be combined with ramping up employee capability. Learning within an organization needs to be continuous, interesting, and engaging. The infographic of Bersin by Deloitte below provides a snapshot of the challenges facing learning professionals today. For corporates who are striving to create effective and high-quality training, this infographic shows the right strategy to build learning programs for modern workers.
The primary takeaways from the above infographic are (1) that the modern day learner’s attention span is short and distracted (2) employees spend around 1% of their time for training development (3) almost 80% of employees learn on-the-job. In Bersin’s words, “most learners won’t watch videos longer than four minutes.” Mobile learning is essential as we interact with our phones almost nine times an hour. If the learner needs to find just-in-time answers to unexpected problems they turn to their smartphones.
So what is microlearning? Microlearning focusses on just-in-time training by providing the right amount of information necessary to help a learner achieve a specific, actionable objective.
Let’s explore some scenarios:
A salesman comes to know that the pricing of the product has been revised before an important meeting. He needs to understand the pricing of the different versions of the product correctly. In these scenarios, a byte-sized just-in-time Microlearning would a lifesaver.
The application software has been upgraded to streamline a process. The Operational team needs to be trained on the “New Method” of doing things and needs to be quickly communicated. In this scenario, a blended format of learning can be an ingenious way to deliver the training program.
Advantage of Microlearning:
When learners can easily find what they need to complete real, job-related tasks the learning is effective and personalized. The microlearning design fosters learner autonomy, driving greater learner interest and motivation. As learners are able to personalize their training experience, they are more likely to apply knowledge on the job and seek out future training.” As a result, microlearning makes it possible for learners to gain new knowledge just in time to meet their immediate needs.
Microlearning helps to beat the Forgetting curve:
When should you use Microlearning?
Pixel Studios learning services help to build your employee competencies to meet the opportunities that a digital transformation brings. We would encourage you to talk to our Learning Specialists to discuss your organization needs.