The entire idea of microlearning revolves around courses that are short long and simple to get to
Microlearning is an educational and engaging way to learn new skills and information. All microlearning training shares the same core characteristics. Just enough information, at just the right time. In microlearning, brief is better. According to RPS research, Microlearning improves focus and supports long-term retention by up to 80%. This means we should uses micro-learning not as a stand-alone learning vehicle, but rather as a supplemental strategy to support the main training event.
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4 principles of microlearning
Here are some of the microlearning fundamental principles:
Microlearning is quick and short
The entire idea of microlearning revolves around courses that are short long and simple to get to. Students can finish a course with many scaled down units in no less than a little while. This permits students to deal with their time productively while getting all the data they need. This high speed empowers students to answer rapidly to changing business objectives. It additionally empowers course fashioners to adjust to new preparation requests as the concentration and requirements of a business change over the long haul.
It focuses on one learning objective or outcome
Unlike complex courses, microlearning meetings have a solitary significant important point. This focal point is generally made clear to students. Doing this assists students with becoming mindful of their own learning pathway. Microlearning courses ought to constantly have a high point or summit. This ought to stay with students long after they have finished their courses. Focusing on a single learning outcome ensures that learners can learn as much as possible about a specific subject. This prevents them from becoming confused or distracted by other related concepts.
It uses different types of media
Microlearning courses use different media forms, which makes learning more engaging. They present concepts and information in interesting, relevant, and memorable ways.
Media types include:
- Videos (sometimes interactive)
All of these media help to make the learning experience more fun. Especially when compared to the studious nature of traditional training.
It is easily accessible and mobile-friendly
Microlearning platforms are all digital. This makes the courses easy to access online. Even if learners are training remotely or on the move, they can study from their smartphones and tablets. These courses can cover any subject that regular eLearning courses can. Only they do so in bite-sized ways that can be accessed anywhere and at any time. The portable nature of mobile learning also gives learners more freedom to study at their own pace and in their own time. In turn, this improves course adherence and reduces stress.
Here’s why microlearning is more efficient than traditional longer-duration courses:
- When bite-sized learning content is easily and readily accessible, learners can take it at their own pace, wherever they are, and most importantly, when they are “ready.”
- Because bite-sized courses are more focused, learners don’t have to clutter their memories with irrelevant information. This makes retention easier.
- Learners have to digest only small chunks of information. This makes comprehension easier without spending too much effort.
- Because microlearning content addresses only 1-2 learning objectives, courses, on average, yield 4-5 learned takeaways.
Make the course mobile-friendly
The microlearning content should work on any device, including mobile phones, laptops and tablets, so employees can view it in any location. If a company employs remote employees or workers who are often in the field, mobile-friendly microlearning content is a must.
Measure employee performance
As with any initiative, measuring and analyzing employee data for microlearning is crucial. Important data points include employee course completion rate, the length of time employees take to complete a course and employee course share rate.
Mix and match training types
Microlearning doesn’t need to be the only approach. Employees could begin with a more traditional e-learning or instructor-led course, then move on to a microlearning module that reinforces new skills or delves further into a particular topic.
Organizations can use microlearning approaches for virtually every subject. A few examples include onboarding, product training and sales training. Courses that are usually taught over longer periods of time, such as compliance training, could benefit from a microlearning approach because learners may find it easier to digest the topics. Microlearning can also be a good fit for particularly challenging material because topics are divided into smaller chunks than in traditional eLearning.