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Corporate Training

Why Microlearning is the Answer to Corporate Training Challenges?

Writen By

Sonia Gupta

Modern businesses are in a constant state of flux and success in today’s world is more dependent on speed than size – the speed at which employees can quickly understand and implement the latest technology and how quickly they can close knowledge/skill gaps. But today’s workforce is also more on-the-go and the idea of employees skipping work to attend lengthy training sessions is fast becoming unfeasible.

Not only does the learning curve need shortening, it also has to be done in an engaging way for best learning outcomes. All this has created significant challenges for corporate L&D departments. They need to create and deliver training modules that fit seamlessly into employees’ tight schedules, be available whenever and wherever the learner wants it. Corporate training also needs to be responsive to the changing preferences of a multi-generational workforce, in a rising gig economy.

Microlearning comes as the perfect solution for this rapidly changing corporate landscape. In fact, 92% organisations are keen to adopt it in their training structures.

Microlearning is a Perfect Fit for the Corporate World

This new approach in the e-learning field involves training through small and compact learning modules, which are easier to grasp and retain. Granularity is the key aspect of this method, with emphasis on concise content formats to disseminate information.

With focused nuggets of relevant content, microlearning ensures faster learning delivery, with increased retention. Videos, presentations, quizzes and more, together make learning more fun and engaging. Here’s a look at some other reasons why these learning formats works well.

A Workforce That is Constantly On-the-Go

Multitasking is the essence of today’s fast-moving corporate landscape. What is required is snackable content that can be consumed even on the go. Today, we use our smartphones to access information on lunch breaks, while commuting and more. If a short and punchy training module can fit into this timeframe, it would work wonderfully. 

In fact, research shows that breaking up long courses into consumable mini modules can help employees understand things faster. Navigation also becomes seamless from module to module. 37% of today’s workforce is mobile, and the microlearning solution fits them well.

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Diminishing Attention Spans 

Apart from work, employees receive information in chunks and snippets, whether they are millennials or not. Increased use of apps and mobile devices has led to this transition to consuming snackable content. Today,  this is the most natural and comfortable way to access information. All this has made the average attention span drop close to that of a gnat!

Microlearning cuts down on overwhelming details, while imparting the most essential bits of information, clutter-free. L&D departments have actually found better completion rates and higher engagement with such an approach.

Facilitating Just-In-Time Learning 

This is typically in-line with how people resort to Google nowadays, with their “How to” queries. In return, the search engine gives them the necessary content in the form of articles and videos. Microlearning addresses this human inclination to search the internet for answers to everything.

Learning in the Flow of Work 

Bite-sized learning is appropriate for employees who need to be quickly onboarded for a new product/service, technology or just onboarded as new hires. With microlearning content, training modules can be quickly created and deployed, as well as consumed just as quickly, ensuring that neither productivity nor the speed of business is impacted in any way. 

Increased Flexibility 

Dealing with an engagement crisis is challenging for HR and L&D professionals. At the same time, the millennial generation wants their employers to career growth opportunities. Microlearning offers a way to deal with both issues through a single solution.

In addition, with the use of predictive intelligence, learners can be recommended specific training modules, which they can access on the device of their choice. Personalized learning, through tailored content recommendations and the facility for self-directed learning at one’s own pace and style, can ensure greater engagement.

Moreover, such modules can be easily fitted with interactive elements and even reward programs, which can help human resource managers pick and nurture the best talent. For instance, games by design provide instant engagement and gratification. Such features can be easily integrated to achieve desired results.

Some Examples of Microlearning Content Formats

1. Infographics

Ideal to summarize key takeaways, the visual approach makes it easy to ensure higher retention and recall. Interactive infographics enable content creators to layer more information and include more details.

2. Interactive PDFs

These recent avatars of traditional PDFs allow longer information chunks to be segregated into meaningful groups that learners can easily browse through.

3. Flipbooks

Interactivity and great visual appeal make these absolute information powerhouses. They have multi-device operability and can also generate HTML5 output. Content creators can also include audio and video element for a lasting impact.

4. Animated Videos

Animated videos have proven to be extremely effective in training, easily conveying complex concepts.

5. Explainer Videos

Another great way to introduce complex concepts. They are focused and sharp, and can be aligned to a specific outcome effectively.

6. Webcasts/Podcasts

Very useful formats to meet on-demand learning requirements. They can be used for quick concept reviews.

7. Interactive Parallax Scrolling

A very interesting format being used in modern websites, this technique is used to simulate a learning path, which can be easily “scrolled through.” Interactivity and quizzes make it more appealing. 

Is Microlearning Always a Viable Approach?

While microlearning can reduce training time and costs, without compromising on the relevance and value of corporate training, it is important to understand where it is the best fit. For instance, onboarding new hires might require a combination of content formats for best results.

Content modules that are highly technical in nature might require extensive training, where microlearning can offer a means to introduce concepts and later to revise key points. For example, you cannot teach a topic like ‘handling hazardous wastes’ to a new biochemical engineer recruit in a 3-minute snackable video.

Microlearning is highly optimized information delivery. It easily lends itself to spaced learning and repeated retrieval practices. Brain science research proves that people are able to grasp, retain and use knowledge easily if that information is repeated over time, at spaced intervals. When used in conjunction with other learning strategies, it can contribute to a smarter learning environment.

To know more about how KEA can help you create microlearning content and maximum training progress, contact us TODAY.

 

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