Tag: microlearning

13 Jul 2023
Tips for microlearning modules

3 tips to design microlearning modules

Companies are now focussing on microlearning to provide the best training to employees. But there can be problems in creating such kind of learning also. Microlearning is a structured approach and it’s not about just decomposing the elearning into several modules. 

Microlearning may not just consist of videos but it can include PPT presentations, games, and puzzles. You can follow lessons with games that can maintain the interest of the learners. All this creation of modules requires experience and proper analysis. 

Problems with microlearning: 

  • No flow in the videos:

Microlearning requires creating a proper flow before you can create the short videos. If the microlearning videos are not connected, it can cause problems for the learner. They may have trouble understanding one video after the other. This way, the learners can get confused and may fail to apply whatever they have learned in practical scenarios. 

  • Cognitive overload: 

Although microlearning aims to present limited information to the users, it can cause problems when they have to see too many videos. It can not cause problems in retaining information but also make sure that learners leave the course in between. Therefore, this issue can be avoided when the learners have to watch only a limited number of videos which eliminates any cognitive burden

  • Lack of assessments: 

Microlearning includes a fixed number of short-duration modules that may skip simulations and infographics. The learners might not get enough practice through such videos because no games are there. There is a lack of quizzes and assessments in such videos.

Also, unlike a long-term course that involves having discussions with fellow learners, microlearning lacks this element. The learners might not have time to talk to each other not leading to a better understanding.

The following tips can ensure that microlearning is created properly for the users: 

Tips for successful microlearning implementation:

  • Proper Analysis:

Just because microlearning consists of smaller modules, it does not mean that it should exclude critical information.

It can cause problems for the learners. The subject matter experts should provide guidelines to instructional designers about how such videos must be created. They only know what’s to be included so that the relevant information is passed on. If microlearning doesn’t cover the skills gap in the workforce, then it’s not worth the purpose. The subject matter experts can help discover the learning needs of the workforce through a needs analysis. 

Therefore, microlearning is not a suitable approach when a deeper understanding of the problem is needed. For example, simulations are needed in many learning scenarios when the workers need better retention. Skipping on them can cause issues, hence microlearning may not be the best possible approach every time. 

  • Timely delivery: 

The microlearning video should not be sent to the learner too late or too early because he could have forgotten what he watched last. In fact, the delivery of videos should be scheduled in such a strategy in the form of drip feed delivery or spaced learning.

Spaced learning which involves sending content to learners after intervals is useful because the same videos are sent to learners and there’s no confusion. When the learners are on the same playing field, they will have the same approach toward work.

Drip feed delivery is used in spaced learning that involves how many days will elapse before a new microlearning module is sent to the learners. 

In the drip feed approach, it’s decided when the content will be delivered to the audience. Hence, an elearning company can help in building the perfect drip feed of the microlearning strategy of the company. This ensures that the learners have enough curiosity to watch the latest video. This ensures better audience engagement with the videos.

Automation can be used for this purpose so that the videos reach the learners at the appropriate moment. 

The learners can be sent emails so that they can watch the latest video through the company’s video platform. Also, blog posts on the LMS can be used where the latest post consists of the lesson. The learners can be notified through the WhatsApp chatgroup about the same. 

  • Right design 

The design also requires an apt focus in microlearning. In the case of design, you have to ensure that the videos should consist of a checklist or a lookup table for the learners to recall the previous information. An experienced elearning company can help with such decisions. Whether a simulation is required or a decision tree is also a complex problem in microlearning because their duration is less. 

In the end: 

If microlearning has to be implemented properly, it has to take care of issues such as the learner’s needs and the decomposition of content based on its intricacy. 

10 May 2021
microlearning

How can microlearning be helpful for the sales team?

There are a lot of efforts required from the sales team these days. However, they also need training and sometimes don’t have time for it. They need training on a faster basis which does not occupy much of their time but makes them do their jobs better. They might need knowledge about product training or various processes used in the company. There may have been changes in the product due to which training has become necessary. The customer salespeople may also need information about how to make sales i.e. soft skills training.

Microlearning does not require much time from the learners because it’s short in size.

It consists of bites whose duration is 5 minutes. So, lessons can be completed at this time because each bite corresponds to one lesson. The benefit is the easiness with which you can grasp the learning. The learners can go through the content as and when they have time for it.

But there are other reasons for including microlearning in your training. 

Microlearning is understandable 

Since each bite/module covers only one lesson, there is no extra content given in a lesson. The learners can easily imbibe the knowledge given in one module. Since they just have to concentrate on one lesson, they can understand the topic quite quickly.

Transfer of knowledge 

Learning transfer is one of the most important considerations of training. Although cost and comfort of training are also important when employees don’t imbibe the skills needed, then training is a waste of time. Also, it’s no use flooding the brains of learners with too many critical skills. Instead, it’s better to provide them with short lessons so that they can recall the information when it is required. Critical lessons need to be delivered in short sizes because these skills require remembrance which comes with such lessons only. 

Information can be distributed easily 

There is also the problem of sharing long training courses with employees in different locations. They may not have the time to log into the LMS and go through the course. But this is not a problem with microlearning courses where WhatsApp groups can be formed and videos can be forwarded. Everyone is bound to go through mobile-based courses once in a while. The learners can check out such courses in their spare time. 

No wastage of time 

These courses are an ideal platform to launch information about new services or products. There can be mobile training platforms where the cards can be used to train employees. Information can be included on both sides of the card or just one side. The employees can learn faster through the images on cards. In the end, for companies launching new products all the time, it’s better to have mobile training. The salesforce is not forced to schedule any time away from work to learn about new products. Through microlearning, they can also revise the information on their mobiles when required. 

There is also a lesser time required to develop elearning courses. The employees don’t have time to devote themselves away from work to attend training seminars. Also, it requires a lot of time to develop such courses. 

Not much time required for development

The training is quite important for employees who make sales because they represent companies. When you have to provide training to employees, it’s better to have mobile-based training. It’s because the workforce is not bored by it. It also is better than synchronous training because the latter can have many hassles such as arranging trainers and booking space for delivering training. 

So, microlearning is the perfect tool to offer just in time training to employees.

 

23 Nov 2020
Is microlearning better than macrolearning

Microlearning and macrolearning: Which is better?

Today, microlearning has become a trend.

It is learning delivered in small modules of 3-5 minutes. It is quite useful for corporate training because they don’t have time on their hands. So the attention span is the highest in the small modules of microlearning. Apart from videos and text, the microlearning modules can contain images, games, text, audio and quizzes.
There can be various forms of content in microlearning. It can contain text-based modules or interactive video-based modules. Both are useful for learners. Microlearning can be used for the purposes of training employees, employee onboarding etc.
 
Easier and quicker to deliver
These days corporate training demands are changing quite frequently. Hence it’s important to build courses quite frequently.
 
Cheap
A microlearning course is much cost-effective. Its because since it’s short in size, the resources used are less. A content editor will be perfect for creating a microlearning course. A microlearning content editor tool allows you to create content including knowledge checks. This content can be shared with learners by uploading it. It is easily viewable on smartphones. The content editing tool can charge as per every single author who accesses it to create a course.
 
Now the question arises whether microlearning or macro learning is beneficial.Macrolearning is like a massive open online course which can teach you about a specific subject. It includes interactive videos, knowledge checks etc which are longer in length than microlearning.
 
Macrolearning is concentrated: Microlearning is good when you want the employees to understand short topics. But when you want employees to see the bigger picture, macrolearning is a better option. For example, you want the employees to learn MS Word, then macrolearning is an option. Microlearning can be offered to them for learning various applications in MS Word, but that’s divided over time, while macrolearning offers it as a single chunk. In the latter way, employees are more likely to remember it.
 
Right topics in microlearning: This is also quite important because the employees need elements for practice and retention.
 
Low attention span: It’s not true that people always have low attention spans. Attention spans can be made to vary like for example people watch 3-hour movies with complete focus.
 
Microlearning gives answers to our queries: It’s not true because macrolearning builds up our knowledge base because it’s bigger in size. With a detailed knowledge base, we are easily able to solve problems. Microlearning might answer our questions, but macrolearning helps us solve complex problems.
 
With microlearning, learning is easier: It’s not true that learning is easier with microlearning. We have made learners believe so. When we need to grasp new skills, it needs time and efforts. So, macrolearning makes people more efficient. However, it also makes them more effective. Microlearning may not do that. People who are trying to grasp a new topic need detailed instruction. That’s why macrolearning is useful. With detailed instruction, people are able to save their efforts and refrain from the unnecessary struggle. People with deeper knowledge gained through macrolearning try to use the correct approach in tough situations rather than using different approaches.

 
According to Glahn, microlearning is only effective once it, provides enough practice to the users so that they can apply their skills, gives them feedback and they can expect pre-determined learning outcomes. Microlearning is liked by users compared to macrolearning.It’s correct that what people like may not be the best thing for them. The target of the microlearning nuggets should be learning objectives rather than how many times learners have watched the modules.

04 Nov 2020
microlearning getting popular

Why microlearning is getting popular?

The conventional learning methods have taken a backseat now due to the cost involved in delivering them. Apart from that, the lack of time on the learner’s part has also rendered elearning methods obsolete.

Microlearning helps someone get training even if he or she is not at the location of training. For large organizations, the travelling costs for employees at different locations for the training purpose are quite high.
Since the employees can’t be present in the office all the time to get the training, microlearning is an essential service for them. Training seminars cost a lot when you to book a location also.

What is microlearning?

Microlearning is divided into different modules where each module focuses on a different topic. The nuggets in microlearning are of 3-5 minutes duration each. These nuggets are used for different platforms such as tablets, smartphones, laptops and desktops. The learning speed is also enhanced because learners are required to imbibe short topics only due to small attention spans. There has been a fall in the average human attention span. In the year 2000, this span was about 12 seconds. After 15 years, it has reduced to 8 seconds. Therefore, microlearning is perfect for learners of today.

There is a higher return on investment in microlearning because the content is developed in nuggets. These nuggets have a short development cycle which is the reason the elearning authors are able to send them to clients quickly.

The training is also imparted quickly because these nuggets have a short duration.

Reuse of content in microlearning

The content can be changed quite easily in microlearning. Since the content is short, changes can be made swiftly. The same content can be used for different purposes after changing it. There are other reasons also why microlearning content should be implemented.

  • Retaining of content

Since the content is provided in a short duration, the content can be remembered with ease. Employees also have short duration spans. That’s, why microlearning is crucial for company training purposes.

  • Interested employees

Employees are interested more in microlearning content because it includes multimedia. Employees can check this multimedia content on their phones in their spare time.

  • Better participation

Employees are easily able to take part in microlearning because it is of a short time. Due to its smaller formats, learning through it is simpler and participation rates are high.

Various uses of microlearning 

Microlearning can be deployed for different kinds of training purposes such as behavioural training, professional skills and compliance. To provide training for behavioural changes in employees, two types of training are deployed such as scenario training and gamified learning. These kinds of training nuggets include an introduction of 2-3 minutes and then an explanation of objectives in 2-3 minutes more.

For compliance-based microlearning videos, there is the use of images in the course. Apart from that, there is also the inclusion of a scenario so that the workers can recognize a prospective hazard and then get feedback on how to deal with it.

So, microlearning nuggets have a variety of uses. They can be used for formal and informal training. They can be installed on LMS or even installed on the website of a company.

 

19 Jun 2018
emerging elearning trends

Latest e-Learning Trends

The eLearning industry is always changing with the emerging trends and technologies. One can easily notice the thriving change in the learning, and it is of no surprise that and learning has shifted towards much better ways and is no longer needs to be done 100% in person. Now the question arises is that, what’s next that leads to the rapid transformation in the process of learning.

Read out to find some of the latest elearning trends such as microlearning, social learning and gamification.

  1. Microlearning: It is learning in small steps. The micro learning is also called as bit-sized learning, which is generally 3 to 5 minutes in length. This can be developed as videos, quizzes or the interactive info-graphics. This type of learning helps to provide necessary information and delivers the specific goals of the learner. So, for distracted learners, the micro-learning is highly beneficial.
  2. Social learning: As the name suggests, this type of learning helps the learner to share the knowledge with others. Social learning happens via social media platforms or during conferences. In this, the learner continues to learn during the discussions. It works as a collaborative work rather than a competitive one.
  3. Personalized learning: In this type of learning, learners are given pre-test and based on its result, they are assigned specific modules, questions and study materials. Each learner gets a specific time and space to go-throw the study material.
  4. Mobile learning: It is also called m-learning. In this, the users learn through smartphones, tablets or the wireless gaming. The best part of mobile learning is that it can be done anytime and at any place.
  5. Gamification: Most of the people often confuse gamification with games. But in actuality, it is a concept of applying game theory and mechanics in the context. Gamification uses different elements such as principles, theories, characters and the player journey. The main goal is to keep the learner engaged to solve the challenges.

These were some of the emerging and the latest trends in eLearning. Pick up your favorite enjoy the best way of learning.

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