Microlearning
Currently, business organizations are characterized by high-density information flow where employees receive information at a very high rate. Most conventional training methodologies take a lot of time to conduct and, therefore, may not be effective in capturing and keeping the employees’ attention. That is where microlearning steps in as one of the most effective instruments that HR professionals can use to prepare employees for success.
What is Microlearning?
Microlearning usually encompasses learning that entails subunit segments usually lasting for 5-15 minutes at most. These modules are individual sections that cover one learning objective only and are presented in an animated and as interactive. This format can be used as a result of training, in which a large number of topics is discussed during several hours.
Advantages of Microlearning for Employee and Business Organisation
Microlearning has multifold advantages for both the employees and the employers. Here are some key advantages:
Increased Knowledge Retention: Because microlearning focuses on particular areas, organization of modern modules enables employees to focus on a specific topic which contributes to retention.
Improved Engagement: Due to the short format, learners attend to the material and the use of videos, quizzes, and simulations as the delivery format further motivates the learners.
Enhanced Accessibility: Microlearning units can be viewed and completed on any smartphone, tablet, laptop, or desktop and are not restricted to one’s assigned timeframe or for a number of learning hours while at work but can be take in micro learning segments during various breaks throughout the day.
Reduced Training Costs: Creating and presenting microlearning modules are usually cheaper than creating other forms of training.
Improved Job Performance: New knowledge and skills when acquired, can be applied to one’s jobs hence depict enhanced and efficient working of the employees.
Increased Employee Satisfaction: Microlearning can bring out the ownership behaviour in the employees through a process of self-directed learning which will boost the morale of the employees which is a key facet of increasing employee satisfaction.
Microlearning refers to learning that is done in small portions on the go When you integrate microlearning into your organization the following are some of the outcomes you are likely to achieve These outcomes have been grouped into the following categories Microlearning outcomes Quality Microlearning outcomes System Microlearning outcomes Personal Microlearning outcomes So these are the likely benefits you are going to get when you are implementing microlearning in your organization.
For HR professionals looking to incorporate microlearning into their training strategy, here are some key steps:
1. Identify Learning Needs:
Perform a training needs analysis to establish the deficiency of knowledge and skills which your workforce requires.
Organize goals and objectives with the focus on they are important or relevant to the given business at the moment.
2. Develop Engaging Content:
A technique of simplifying a topic by dividing it into subtopics that can easily be covered in one session.
Be specific, brief and imaginative, using such as infographics and short animated films.
Use the form of quizzes and polls and various elements of game-like learning in order to reinforce knowledge.
3. Choose the Right Delivery Platform:
The LMS should be compatible with microlearning with options for content management and tracking the learning progress with options for mobile use.
Identify top accessible microlearning content repositories that might suit your training requirements.
4. Promote and Encourage Microlearning:
Communicate proactively the launch of your microlearning program to your ideal audience and share the advantages of microlearning to the employees.
Provide support to managers to include microlearning modules in management of employees and their teams.
Monitor the level of usage and learners’ completion of the program to establish the success rate of the specific training program.
Microlearning applications that can be provided for HR are as follows:
Precisely, microlearning is effective in any L&D context including the HR training needs. Here are some examples:
Onboarding: Design compelling training blocks that bring the orientation of the new employees to life and that cover all the necessary general and organizational aspects of work in the company as well as the block of challenges, which are critical to the company’s success.
Compliance Training: Provide short presentations of segments relevant to areas such as non- discrimination, protection of information, and sexual harassment.
Soft Skills Development: It required modules on communication skills, conflict management and constructive teamwork to create a healthy environment and enhance the productivity of the employees.
Leadership Development: Provide microlearning courses on the effective coaching skills, performance management practices and employee engagement.
Software Training: Host brief online videos that can be accessible by the workers and teach them mostly utilized soft wares new tools.
Conclusion
Microlearning is no longer a fad; it’s a powerful tool that HR professionals can leverage to create a more efficient and effective learning environment. By implementing microlearning strategies, you can empower your employees to continuously improve their skills and stay ahead of the curve. This, in turn, translates to a more engaged, productive, and future-proof workforce, ultimately propelling your business towards success.
Additional Tips:
- Consider partnering with subject matter experts within your organization to develop microlearning content.
- Encourage peer-to-peer learning by allowing employees to share their microlearning experiences.
- Regularly update your microlearning modules to reflect changes in business processes or the latest industry trends.
By embracing microlearning, you can create a dynamic learning culture that empowers your employees and fuels your organization’s growth.
