Byte-sized learning in corporate training was first used in the United Kingdom in 1990.
-Byte-sized learning. Corporate training modules were broken into smaller chunks and delivered to employees so that they can access the information they needed precisely at a time when they needed it -J. Gordon: The byte-sized future of corporate training. According to the Journal of Applied Psychology learning in such smaller chunks can improve the knowledge transfer by 17%. BBC in 2002 compared byte-sized learning with longer training sessions and found that learning in smaller chunks had greater retention and understanding among the learners.
Many of you will agree with me that most of the knowledge gained by employees is on the job (70:20:10 model). The 10% of knowledge that employees receive through training actually lays the platform for them to gain the additional 70% of knowledge. Such training when delivered via smaller modules and also when made available to them anywhere, anytime strengthens the platform.
Learning bits can be grasped by the learner at any time such as during short tea breaks, lunch or in their spare time. Due to the shorter duration of training modules that matches the adult attention span, which is also limited, the retention, understanding and applicability of the concepts on job will be higher when compared to longer training sessions.
With the advancement of mobile devices like smartphones, iPads and tablets, delivering byte-sized learning chunks has become easier. For example, consider the safety training byte-sized learning module for biological safety that we have created.
These learning bytes were delivered to employees through their mobiles. Since content was delivered through mobiles it increased the learners’ accessibility to the course, thus making the learning more effective.
Various trainings that can be delivered by byte-sized learning modules are as follows:
Software Training: Training on software by the watch, try and do simulations in byte-sized learning modules create awareness of the software and also gives an opportunity to experience it in a simulated, risk-free environment. Training can be imparted through laptops, desktops or iPads.
Compliance Training: A number of policies, procedures, laws and regulations are covered in compliance training; this requires an ample amount of time and effort from the learners to get the maximum benefit from it. Going through one long eLearning course would be a burdensome task for employees. Then in such a case, eLearning can be delivered as byte-sized modules. These byte-sized modules can be developed based on subject areas and training objectives.
Sales Training: A company plans to release its new product into the market. There is a need to convey the product information quickly to their diverse sales force located in different regions. They can develop byte-sized learning modules about the product and deliver them through mobiles.
The list goes on!
Learning in such short modules not only makes your employees feel a sense of accomplishment but also makes them productive. Please do share your thoughts on the same!
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Introducing new processes and software applications can be quite a daunting task. Employees are not receptive to change and teaching all the details and minute steps can be time consuming. Conducting classroom sessions might not be a very beneficial solution. Learners will need to set aside time from their busy schedules, and often, this might not be feasible. The limited number of facilitators will also slow down the learning process. Facilitators will also need to travel extensively to teach learners spread all across the globe. All these arrangements take up considerable efforts, time and financial resources.
I would like to pick your brains with a quick question on compliance assessment.
In your experience with assessing compliance topics, is it OK to let learners keep repeating a quiz until they achieve 100%?
The mining industry plays a key role in the Australian economy. According to a report published by the Department of Education and Early Childhood Development, Government of Victoria, in 2013, mineral and energy commodities account for 60% of the nation’s total exports.
In this blog, I wish to share my experience on how I developed an interesting course though it had technical content.
This course on finance was a challenge for a non-financial person like me. Initially, it panicked me as I have no idea about finance. But, as an instructional designer, my approach towards this project was more on “educating not teaching”. For this, I did a lot of content comprehension to educate myself before I educate others. We will now see how I faced this challenge and accomplished my goal.
We still remember things that we have learned during our childhood. We remember many incidents that happened long ago. But, there are some instances where we don’t remember things. This,most probably, happens during education. Being a human being, it’s quite natural to forget things.
When you google the words ‘eLearning vendor’, you will come across many websites. Each website contains a lot of information, and sometimes, it may be misleading. Moreover, you might be busy or have no time to go through all the content to check the credibility of the vendor.
When most of us think about product training, we tend to think about the training programs provided for sales people to stay ahead of competitors. But, this type of training is given not only to sales people, but also to other audiences who need product training. Firstly, it should be provided to technicians to equip them with knowledge of every part of a product and its working. This helps them provide better service and ensure customer satisfaction. Another important audience who should be trained on your products is customers. A good training program provides the basic knowledge of your products, their usage and benefits, which goes a long way in building loyal customers.
Welcome to today’s blog post. Most of the articles, blogs and eLearning companies today portray an impression that the working domain of instructional designers is limited to eLearning. This is not true. The instructional design concept came into existence even before the invention of personal computers. E-learning or the educational technology uses the instructional design principles to enable superior understanding and enhanced learning experiences. Now that most of the training institutions have moved on to digital classrooms globally, I would like share some ideas on instructional designing for technology-enabled classroom training. These ideas will be applicable even in a traditional Instructor-led Training (ILT) program except that the supporting documents will be hard copies and not digital.
An online learning community (OLC) is a web-based learning environment with the latest digital technologies, where interconnected learning participants communicate, construct their knowledge collaboratively and share their personal experiences (Palloff & Pratt, 1999; Preece, 2000; Richardson, 2006).
As an eLearning professional, you need to struggle hard to meet your learners’ expectations from an eLearning course. The moment you know your learners and their expectations, you are sure to provide them with an effective eLearning course. Remember, your learners want to take the course for improving their performance and not just for the sake of taking the course. For this, you need to know what your learners actually want from the course. Here are a few things.