Of course, it's not only about entertaining facts, and TED is just one example of how ideas may be presented in little bite-sized chunks. According to Statistic Brain, the human attention span was 12 seconds in the year 2000.
In
2015, the time was only 8.25 seconds. It's no surprise that microlearning is
being considered in the hopes of facilitating effective learning.
Microlearning
is a skill-based learning technique in which knowledge is delivered in small,
highly concentrated pieces. It's the best approach to find rapid solutions to
specific issues.
What
makes a microlearning module unique?
Length:
Microlearning,
as the name indicates, is quick. An average module takes around five minutes to
finish. However, teaching strategy expert Shannon Tipton of Learning Rebels LLC
says there are no hard-and-fast rules regarding how long it should be.
“There are no
time frames for microlearning. There is no magic time number. It is all about
need and context. You want to create a “How-to” screencast, are 7 minutes long
enough, and are 5 minutes? It depends. Keep this in mind: “As long as necessary
and as short as possible.” says Gurvinder working as a freelancer in Accounting Assignment Help and Economics Assignment Help.
Focus:
Each module responds to a
particular topic or inquiry in a concentrated manner.
Video tutorials, audio
podcasts, presentations, interactions, games, scenarios, evaluations,
text-based job aids, and brief online classes are all examples of microlearning
content types.
Mobile-friendly:
Content is designed to be
accessed when and where it is needed, making it ideal for learning on a
smartphone or tablet.
Overall, there are two key
distinctions between microlearning and regular education. First, because
microlearning isn't often used to teach basic information, it doesn't provide a
lot of background or specifics.
Second, microlearning
presupposes that each student is sufficiently self-motivated to seek out and
finish their required learning. This may appear to be easy, but it isn't always
the case. Even the simplest lesson might be difficult to complete if it
includes information or subjects that are outside of the learner's current
skill set.
Microlearning will benefit
learners with a minimum degree of experience, recognize their knowledge gaps,
and are comfortable learning with technology.
Corporate
microlearning benefits
Instead of consuming vast
amounts of data, employees may obtain little bits of knowledge. This prevents
cognitive overload, allowing them to acquire and digest the most important
points. They can acquire the necessary skills and information to solve the current
obstacle before moving on to the next. Microlearning does not overwhelm working
memory, which can only retain a certain quantity of data. As a result, the
brain is able to absorb the information and relate it to previously acquired
knowledge.
This is related to the
first advantage, as less cognitive overload leads to better information
retention and recall. Because they have the chance to think on and analyze the
knowledge, employees are more likely to recall what they've learned. They can
understand how it relates to real-world applications and contextualize it.
Microlearning, as a result, defies the "forgetting curve,"
particularly when employed as a reinforcement technique.
Support in a "moment of need."
Because microlearning is
bite-sized and quickly accessible, it's excellent for "just in time"
online training. It's also focused on a certain issue. Each microlearning
online training resource concentrates on a single topic, task, or learning goal.
There isn't enough time to go through everything; just the fundamentals will be
covered. However, for modern corporate learners, you might consider producing
mobile-friendly microlearning resources. They must be able to access online
training courses, simulations, and videos at any time and from any location.
Increases employee involvement and energy
Employees have access to
the information they require in a timely and accessible manner. As a result,
individuals can solve issues, conquer challenges, and expand their expertise.
As a result of the microlearning online training experience providing students
with real-world value, they are more engaged and motivated. Not to add that it
considers employees' short attention spans, preventing boredom and reducing
distractions.
All of the above
advantages contribute to one very important benefit: lower corporate training
costs and time. Employees can concentrate on their own performance and skill
gaps. As a result, they increase workplace productivity more quickly and
effectively. Your employees will be able to use what they've learned right away
to perform tasks and fulfill their obligations.
Microlearning
in the workplace drawbacks
Microlearning is a type of
online training that is designed to be quickly consumable. As a result, more
extensive courses, such as complicated online certification programs or
compliance subjects, may not be a good match. However, you may augment these
online training courses with corporate microlearning tools. Create "just
in time" microlearning items, for example, to reinforce important
takeaways and boost understanding.
Can result in disorganized or fragmented online education experiences
Online training tools that
are bite-sized can be compared to jigsaw pieces. They supply a little bit of
information to your staff, but they don't necessarily present a whole picture.
As a result, it's quite simple to wind up with seemingly unconnected online
training sessions that are fragmented or unorganized.
Create business
microlearning modules that support their own learning objectives to avoid this
typical mistake. A quick online training session, for example, should go
through each stage of the procedure and contain the necessary skill sets. It
doesn't have to go through every subtopic or job, but it should offer them a
good idea of what's involved and how to use the knowledge.
The processes of
reflection and assimilation are critical in the learning process. Corporate
learners must be able to relate new concepts to prior knowledge in order for
this to happen. Employees are unable to expand on their present knowledge base
or recognize the link if corporate microlearning online training materials
appear fragmented. Fortunately, adding real-world applications and knowledge
refreshers can help with absorption. As an example, as a knowledge refresher,
provide a micro-learning simulation that challenges employees to apply skills
and information they are already acquainted with.
May not be suitable for long-term objectives
Long-term objectives are
complex because they need a range of processes, tasks, and abilities. As a
result, they're not ideal for business microlearning. To make the milestones
more achievable, you may still employ bite-sized microlearning online training
materials. Microlearning online training courses, for example, can assist
employees enhances their skill sets or concentrates on a single certification
area.
Building an online
resource library, not literally, is one of the greatest methods to include
microlearning online training materials into your business eLearning strategy.
Your staff will have
simple access to online training resources thanks to a microlearning online
training repository. Sort the library into categories to make it easier for
employees to find what they're searching for. Include any external
microlearning appropriate online training materials. The objective is to make
brushing up on skills and expanding professional knowledge as simple as
possible.
Microlearning:
Principles and Applications
The following are the three essential concepts of microlearning:
- Less is more in this case
- Deliver tiny chunks of information
- The student should be stimulated and engaged
Microlearning
may appear to be a quick, simple, and enjoyable activity. That is most likely
accurate, but it does not imply that it can be rapidly and readily built on the
fly! It's still a course; therefore, it has to be planned, created, and
developed in accordance with your overall learning strategy.
Microlearning
is frequently used by businesses to instruct how to follow a process, complete
a job, or use a specific product or technology. Video tutorials, screencasts,
audio podcasts, and downloaded job aids are all options for delivering how-to
training.
Microlearning
is frequently used in the workplace to refresh skills and reinforce knowledge.
Simulations, interactivity, video lessons, and brief scenarios are common
examples of learning enhancements.
The diagram below shows how microlearning may be utilized to offer a wide range of workplace learning solutions:
|
Learning need |
Microlearning solutions |
|
New employee onboarding |
Welcome and introductory videos Interaction with a timeline depicting the company's history New hires' FAQs |
|
Compliance training |
Video with useful information Activity-based on a scenario A game-based assessment activity |
|
Software training |
Activity-based on a scenario Screencast How-to-do-it-yourself digital jobs help |
|
Soft skills training |
Podcasts in audio format Video with useful information Personalized results in a branching scenario Interaction based on processes |
|
Sales training |
Variable outcomes in a branching scenario Instructions for using the product |
Every
part of the customer support experience is "owned" by call center
specialists. A microlearning module is an excellent method to demonstrate a
company's five-step procedure for dealing with irate consumers.
Training on sales and product knowledge
For both
novice and seasoned salespeople, remembering product information can be
difficult. An interactive lesson that explains a product's components and
technical capabilities is a quick method to learn (or refresh) important
product information.
The exhilaration and bewilderment that accompany the first few days of a new job are common. A firm may use microlearning to help new employees learn their way around the facility, offer quick answers to numerous frequently asked questions, and chronicle its history from its inception to the present day.
Microlearning looks to be
a wonderful way to learn in the current business. It's efficient, entertaining,
and appealing to students. It may be used as a stand-alone corporate learning
solution and complement and enhance larger eLearning courses and even
face-to-face training. Microlearning, on the other hand, cannot be described as
a "one-size-fits-all" approach. It won't rescue the day unless you
have a strategy and meticulous planning.
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