3 Helpful Questions To Guide Microlearning in Employee Training
Utilizing Microlearning for Effective Employee Training
The utilization of microlearning techniques in employee training is an essential aspect of modern training methods. This approach is employed by both L&D (learning and development) teams and training consultants to address skills gaps, as it offers numerous advantages, such as:
- Reducing the time required for employee training courses
- Providing flexibility for learners
- Enhancing learning rates through improved engagement and retention
- The possibility of reusing content as refreshers or job aids
While microlearning is a training method that is effective for many organizations, not all choose to use it. Some organizations prefer Instructor-Led Training (ILT) courses, which are conducted in person and are better suited for introducing new concepts. However, microlearning is most beneficial for training initiatives that require rapid absorption of content without disrupting daily routines. It can be used as a supplement to ILT or other employee training methods and is particularly useful for compliance training, customer training, sales enablement, leadership development, and employee upskilling.
To determine if microlearning is suitable for your organization, consider the following questions when designing and developing your employee training program. These questions will help you assess whether microlearning aligns with your needs or if another method would be more effective.
1. What are the specific learning objectives or skills that need to be addressed through microlearning?
The first question to guide microlearning development is to define the specific learning objectives or skills that need to be addressed. This involves clearly identifying what knowledge or competencies learners need to acquire or improve upon. By having a clear understanding of the desired outcomes, the microlearning modules can be designed to directly support these objectives. It helps in focusing on the key areas that are critical for the overall learning experience and ensures that the content provided is relevant and impactful.
2. What content or information is essential for learners to know in order to achieve the desired learning objectives?
The second question revolves around determining the essential content or information that needs to be included in the microlearning modules. This involves breaking down the subject matter into small, manageable chunks that can be easily consumed by learners in short periods of time. It requires careful consideration of which information is crucial for learners to know in order to achieve the desired learning objectives. By focusing on the most essential content, the microlearning modules can be kept concise and targeted, maximizing the efficiency and effectiveness of the learning experience.
3. How can the content be presented and structured in a way that is engaging, interactive, and easy for learners to digest in short, bite-sized chunks?
The third question addresses the presentation and structure of the microlearning content. It involves finding ways to engage learners and make the learning experience interactive and enjoyable, while also ensuring the information is easily understood. This could include incorporating multimedia elements, such as videos, graphics, or quizzes, to enhance learner engagement. Additionally, consideration should be given to how the content is structured and delivered in a way that facilitates learning in short, digestible chunks. This may involve organizing the content in a logical and sequential manner, using clear and concise language, and providing opportunities for learners to apply their knowledge through practice or reflection. By designing the microlearning modules to be engaging and easily navigable, learners are more likely to stay motivated and retain the information being presented.
If your organization has not yet incorporated microlearning into its employee training program, or if you are looking to enhance and expand your current training programs, it is crucial to engage in meaningful discussions about implementing this modality. Microlearning has become a pivotal strategy in modern employee training design, as it not only enhances the learning experience but also increases the likelihood of employee participation. Furthermore, microlearning aids in knowledge retention and serves as valuable refresher and practice material that can be easily accessed on the job.
To effectively embrace microlearning, it is important to utilize a learning management system. SkyPrep LMS provides a robust platform that allows organizations to seamlessly create, manage, and deliver microlearning courses. By utilizing the features offered by SkyPrep, such as course creation tools and comprehensive reporting and analytics, organizations can design high-quality online courses that yield improved outcomes. Moreover, SkyPrep LMS enables administrators to track employee progress, identify areas of weakness, and adjust the training accordingly.
Investing in course creation and implementation with an LMS is a smart long-term decision. By employing this effective training approach, organizations can enhance employee learning, increase engagement, and ultimately save costs.