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I interviewed with a company that is big on microlearning. Is this the same as a training course?

Microlearning is being touted as the fastest-growing modern learning platform for today’s professionals. So, your question should be thoroughly answered. According to Deloitte, the average employee can allot only one percent of their work week for professional development. That breaks down to only 4.8 minutes a day, so the bite-size portions of microlearning (with an average of five to ten minutes a session) can be an alternative to corporate training programs.

It takes a person between five and ten seconds to decide whether to stay engaged with something or move on. Shorter attention spans may be attributed to the high-tech upbringing of the current generation compared to previous ones. Learning in small doses is a concept that has been around for years, but is now being implemented in the workplace to supplement traditional training methods.

Microlearning keeps things simple with easy-to-digest activities such as short online courses or learning exercises accessed by smartphone or tablet. The primary objective is to increase what is actually absorbed and prevent fatigue and information overload. It saves time by preventing the need for workers to re-learn familiar concepts and is a highly effective tool for adult and senior students.

In today’s technology-focused and globalized economy, the need to keep training relevant and constant has never been greater. Microlearning enables organizations to serve bite-sized portions of material as part of formal training for employees. General refresher courses and quick revisions of vital training components can be delivered through a microlearning platform. This enables speedy, targeted learning without having to read up on pages of content. Experienced and knowledgeable employees can access relevant segments of a course without the need to cover an entire chapter.

With an overwhelming amount of data and training materials available, microlearning provides the flexibility for users to complete courses at their own pace, piece-by-piece. Investing time in employees through further education and training can boost their corporate loyalty. Completing a couple of microlearning courses would give a greater sense of achievement than spending months working on a longer one.

Since micro-lessons can be written quickly, educators can keep up with current trends and make course content fresh and relevant. Organizations receive cost savings without having to pay for external classes, time off for workers, and associated learning materials.

Microlearning is less disruptive to the working day and studies have shown that information is more likely to stay in memory, since it is learnt in small bursts. Optimal attention levels are maintained for shorter periods of time, and learners will have more enthusiasm for something convenient and interesting that does not consume too much of their day.

The advantages of microlearning are well documented which is why more organizations are embracing it to keep their workforce up-to-date with current industry trends and developments.

If you continue training the same way you’ve always trained, don’t expect to get better results…

Jim Crapko.

Written by John Regan, former Director of Sales, for equity research.

 

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