Microlearning has become one of the biggest buzz within the organizations who are looking for continuous professional development and performance improvement.
Micro learning essentially involves conveying short content, in very short spurts of time, to interconnect a single and precise idea. When executed properly, micro learning is a highly effective way to emphasize preliminary training concepts throughout the learning cycle.
There are numerous ways in which micro learning can fit into the workplace which includes short learning courses, one page pdf, quick videos etc. Mirolearning can also be implemented in person: during employee meetings or a get together.
Most of the companies create library of learning assets which is not very helpful when it comes to workplace learning because people do not find information but it needs to be sent to the employees. It is important to find out creative ways of sending information to learners. Microlearning is best when just-in-time learning is required. When challenged with a situation that needs to be addressed apart from planned training, a bite-sized section of learning can be the impeccable solution. It’s designed to be swift, on-the-spot training when there is no time to cover all the detailed information.
Microlearning brings in more effectiveness if it is used appropriately; there are few of most common mistakes to evade. Be sure to concentrate on a specific topic and keep it restricted to a single thought. Some organizations have a trend to communicate a lot and want to share as much data into their bite sized segment as possible. More content sounds good, but it often rebounds. Keeping the efforts absorbed on a particular knowledge at a time will make them more effective.
Microlearning holds a good place within the learning gamut and is best for strengthening and sustainability. However it is suggested not to give it a place of core learning. This method of training is significant where your learners learn and recognize organization’s expectations from them, why it matters, and how they, their associates and organization as a whole are going to be benefitted. Short learning nuggets rejuvenate and reinforces core learning.
Corporate microlearning does not essentially require impressive and new technology. Most of the organizations already have access to the most common tools such as a video camera, screen seizure software, YouTube account, video hosting providers, and social tools like Twitter or a Listserv to allocate links and making collaboration. Need for moving beyond these common and basic tools depends on the level of control which is required during microlearning experiences and what needs to be tracked. For relatively higher and significant control, LMS (Learning Management System) is required.
Micro learning essentially involves conveying short content, in very short spurts of time, to interconnect a single and precise idea. When executed properly, micro learning is a highly effective way to emphasize preliminary training concepts throughout the learning cycle.
There are numerous ways in which micro learning can fit into the workplace which includes short learning courses, one page pdf, quick videos etc. Mirolearning can also be implemented in person: during employee meetings or a get together.
Most of the companies create library of learning assets which is not very helpful when it comes to workplace learning because people do not find information but it needs to be sent to the employees. It is important to find out creative ways of sending information to learners. Microlearning is best when just-in-time learning is required. When challenged with a situation that needs to be addressed apart from planned training, a bite-sized section of learning can be the impeccable solution. It’s designed to be swift, on-the-spot training when there is no time to cover all the detailed information.
Microlearning brings in more effectiveness if it is used appropriately; there are few of most common mistakes to evade. Be sure to concentrate on a specific topic and keep it restricted to a single thought. Some organizations have a trend to communicate a lot and want to share as much data into their bite sized segment as possible. More content sounds good, but it often rebounds. Keeping the efforts absorbed on a particular knowledge at a time will make them more effective.
Microlearning holds a good place within the learning gamut and is best for strengthening and sustainability. However it is suggested not to give it a place of core learning. This method of training is significant where your learners learn and recognize organization’s expectations from them, why it matters, and how they, their associates and organization as a whole are going to be benefitted. Short learning nuggets rejuvenate and reinforces core learning.
Corporate microlearning does not essentially require impressive and new technology. Most of the organizations already have access to the most common tools such as a video camera, screen seizure software, YouTube account, video hosting providers, and social tools like Twitter or a Listserv to allocate links and making collaboration. Need for moving beyond these common and basic tools depends on the level of control which is required during microlearning experiences and what needs to be tracked. For relatively higher and significant control, LMS (Learning Management System) is required.
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