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Microlearning modules have to be delivered the right way if they have to make an impact on your blended learning strategy. Microlearning is the training strategy that employees prefer because it delivers learning to them when and where they want it. These short bursts of information allow learners to access them at their convenience. Employees prefer microlearning because it gives them short and focused learning moments.
With the constraints of time, space, and availability that are a part of a dynamic work environment, many organizations are turning to a blended learning strategy to train their employees. A blended learning program, which is a mix of different delivery methods, provides a comprehensive training experience. Blended, hybrid, or mixed-mode learning, whatever you call it, is a mix of traditional classroom training and computer-based or online training to provide a better and flexible way of learning.
We are well aware that mobile learning is becoming increasingly popular because it makes learning accessible anytime and anywhere to learners. But remember how you deliver training is as important as what you deliver.
Mobile learning has extended learning beyond the classroom but designing mobile learning alone is not enough. It has to be delivered in the right way to help learners access it anytime, anywhere, to suit their needs. The delivery method you choose should be accessible to learners and help them acquire information and retain knowledge.
Microlearning has changed the way online learning is designed and delivered. While we are aware of the advantages of microlearning, and eager to implement it for our training, we must also consider its appeal to learners. Microlearning can create an impact only if it appeals to learners with different learning styles – visual, auditory or kinesthetic. Since microlearning modules are short and accessible at the point of need, learners will take them more willingly if they are in their preferred formats.
Responsive design is the core of mobile learning because this makes online courses available across all devices. With responsive design, all the text blocks, images, and videos blend seamlessly on the mobile screen. You can create a single course that adapts to any browser or device. This allows for a seamless learning experience; it motivates learners to get involved in the learning and interact with the course material. With employees today preferring to access online courses on their mobile devices, responsive design enriches their experience of learning anytime and anywhere, as per their convenience.
Microlearning is the option organizations turn to when they are looking at providing information to their employees when they need it and helping them perform their jobs better. Microlearning, as we know is short learning bytes that make it effective for transferring knowledge and retention. Microlearning modules are available anytime and anywhere. They can either be standalone courses or part of curriculum courses. They can supplement a formal learning strategy; either way, they have proved to be useful and capable of delivering learning to employees.
In an earlier blog, we had discussed the convincing arguments you can present to urge your management to implement game-based learning in your organization for training your employees. The investment, no doubt will be substantial. Management would obviously like to see the results of this investment. In other words, they would like to know the impact of game-based learning on employees. This can best be done through assessments.
Everything is shrinking – from training time and training budgets to the attention span of learners. The single answer to all these problems seems to be microlearning – short learning nuggets that are designed and delivered to meet a specific learning outcome. Microlearning is delivered in rich media formats, learner-centric, and available on multiple devices.