When analyzing the word “microlearning” we see that it is composed by two units with semantic baggage:
- Micro: something small.
- Learning: the activity of gaining knowledge.
Therefore, if we were strictly literal when we talk about microlearning, we would talk about minor learning, something insignificant. Which is not! We have detailed on a number of occasions what is microlearning. This time, we would like to explain to you some of the areas in which it can be used.
Probably, the most obvious option when we talk about this learning strategy. Using small portions of content providing them with a logical didactic sequence in order to achieve a number of training targets that the organization finds necessary. The micro format makes easy to see the contents anytime and anywhere, making the most of the time we spend waiting. The fact of sending small portions on a daily basis makes it much easier to follow the training program and combine it with other tasks. The great potential of this kind of training is that it allows you to pass on the nucleus of the information. It will be easier to assimilate and understand.
Change of action protocols
Our society makes progresses by leaps and bounds. Thanks to research we make new discoveries that allow us to evolve and improve our procedures. To be diligent and competitive, it is essential to keep up to date and modify the action protocols that are used in organizations.If we demand our employees to attend on-site training on a basis of 2 hours per week to talk about these aspects, we would probably find they show some difficulties in attending or inattention due to information overload. In turn, microlearning allows you to keep up to date (investigations within our field of expertise, changes in legislation, etc.) by small impacts. Moreover, the microcontent format allows us to identify and substitute in a quick and simple way the information which is outdated.
When someone starts a job in an organization is often confused; disoriented because he/she does not know how the organization works internally. HR departments use to develop welcome manuals that try to give an answer to those questions. However, workers meet with a 100 pages long manual, in which some aspects as the safety measures or evacuation plans are explained. Obviously, they are not able to take more than 5 pages in a row as it is a text that usually contains complicated language, information that is irrelevant for them, etc. In turn, when these people need to make a photocopy encounter that they do not know to whom they have to address or how to make it. In these circumstances, a rethinking is needed. We must assess which expectations do workers have, and what can result useful for them. For example, an administrative assistant will not need information regarding the security measures of the repair shop. Microcontents give us that granularity: to segment the information and categorize it in different ways in order to create more personalized groups. Due to its format, it’s also easier to include, delete or modify contents according to the needs that are identified at any given time.
Targets, estimates, sales… Workers, among other issues, demand transparency in the management of the organization. When the targets are clear, actions are much better focused on achieving them. Again, microlearning helps us in this matter. We should present information in a clear and direct way, avoiding trivial data in each case and offering interesting and engaging information. For this purpose, we can use multimedia content. As we were able to see in this post, with videos that last only a few seconds we can explain issues of great complexity that would require an extensive explanation. The same happens with graphs and schemes. These are some of the cases in which we believe that microlearning can be beneficial for organizations, but they are not the only ones. Each company has its own characteristics that make them peculiar. The first step to take is to identify which points of the communication and training plan can be improved, and in order to do so, nothing better than listening to employees; their expectations, their impressions, etc. Microlearning comes afterward, when we determine how to satisfy them.
Post translated by Carolina Serna