Microlearning has caught the imagination of organizations and employees alike and with good reason. It provides advantages to both employees and organizations and this has made it a favored option among training managers and e-learning developers.
Jim is the training manager of a large pharmaceutical company. The drug maker recently developed a 60-minute online course, on its new antibiotic, for its medical representatives. The course contained stunning animations and was highly interactive. Jim expected the course to be a major success. However, it proved to be a dismal failure, recording very low completion rates. Many learners complained that the course was too long and they felt overwhelmed.
There comes a time in every employee’s life when what was learned during training, is forgotten. It could be as simple as forgetting the fifth step in a 9-step process; it could be as urgent as having to pull out a policy in the presence of an angry customer, and not being able to remember which one it is that applies to that individual; or it could be as frustrating as getting stuck when installing an appliance, but having no access to a troubleshooting manual. The result is ‘poor’ customer satisfaction. What would help in these situations is performance support – just-in-time information that is accessible and applicable at the point of need, and solves a very specific work-related problem. Rapid eLearning development can be used to create several courses, rapidly, unlike traditional eLearning or classroom training. Let’s look at what is entailed to provide employees with performance support and how rapid eLearning development can help. But first, let’s understand what just-in-time learning is.
Jack is an L&D executive working with a leading pharmaceutical company. A couple of weeks ago, his organization conducted a five-day workshop on the company’s latest painkillers, for its salespeople. However, the medical reps could not remember much of the information delivered in the workshop, and as a result, are unable to apply the learning to their job.
In microlearning, assessments cannot be run-of-the-mill stuff used in regular e-learning courses. These assessments should be well-designed to enable the learner to link his performance to the content he has learned and also provide instant feedback. How can you design effective assessments in microlearning? Listed in the infographic are a few tips that will help you.
Learners of all ages seem to have shorter and shorter learning spans, particularly online. One solution to this is, offering Short Learning Modules that divide learning into digestible, bite-sized chunks. Commonly called as microlearning in the learning and development (L&D) circles, this trend allows learners to access information whenever and wherever convenient.
A study by the Association for Talent Development (ATD) has revealed that skill gaps have a serious impact on American companies. It has become a major problem that is affecting the productivity of companies. How can this problem be solved? What does it take to improve the skills of employees in today’s dynamic business conditions? Microlearning is the answer.
With the evolution of e-learning, the expectations of trainees have also evolved. Trainees demand only that information which will positively impact their performance, and seek the freedom to choose when, where, and what they want to learn. Microlearning is the ideal solution to meet these demands. It provides high impact learning that is suited for better application on the job.
How can L&D professionals and training managers design training programs that appeal to the workforce of today? While classroom training cannot be done away with, it has become essential to support classroom training with just-in-time learning modules. Also, there are times when a dearth of trainers make corporates look for other viable options for training their employees.
Skills gap – a problem that is profoundly affecting the productivity of the 21st century company. A study by the Association for Talent Development (ATD) has revealed that the following skill gaps have a serious impact on American companies: