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What You Need to Know About Micro-learning

What You Need to Know About Micro-learning

Take a look at the 2 paragraphs given below.

How well can an e-Learning training program fit into safety training? How well can an e-Learning training program fit into safety training?
The best of e-Learning is its anywhere, anytime solutions. The e-Learning program should be designed such that it delivers more information on the standard prodedures and precautions to be followed in a workplace. From an instructional design context, you can use scenarios and real image, short videos and animations to make it visually attractive for learners. With these interactivities, you can show the step-by step procedure or a checklist to be followed. Take the help of various authoring tools to make simple and effective online training programs within the given budget and timeliness.
  1. The best of e-Learning is its anywhere, anytime solutions.
  2. The e-Learning program should be designed such that it delivers more information on the standard prodedures and precautions to be followed in a workplace.
  3. From an instructional design context, you can use scenarios and real image, short videos and animations to make it visually attractive for learners.
  4. With these interactivities, you can show the step-by step procedure or a checklist to be followed.
  5. Take the help of various authoring tools to make simple and effective online training programs within the given budget and timeliness.

Which did you find easier to read? Obviously, the content on the right side. Why was it easy to read that? Yes, because the content has been broken down into five small paragraphs.

Similarly, your elearning courses or training materials, when broken down into smaller courses or modules that take 5 to 10 minutes to complete, make easy learning for your learners. This is known as Micro-learning.

Micro-learning is just-in time learning. It is a method of delivering training in small, specific bursts with focused and digestible information. The full course is broken down into small manageable chunks. In this format, the learning objectives and learning activities are shorter. It is self-directed learning which helps the learner access the smaller fragments at a time. Micro-learning can be optimized when the learner is receptive to that particular information. Through micro-learning, learners receive byte-sized information in the form of videos, audio clips, presentations, quiz-zes, games etc.

Why Micro-learning?

Do you know the average attention span of millenials is only 90 seconds? A study shows that most of GenY people use short videos, inforgraphics, or podcasts for information. They don’t want to go for tons and tons of content. Micro-learning content takes less than 10 minutes. If organizations want to retain the best talent, then they have to adapt this change in learning methodologies.

Let’s see some characteristics of Micro-learning:

Characteristics of Micro-learning

  • Flexible: Micro-learning is flexible in nature. As I mentioned earlier, it is also called just-in time learning which helps the learners access information when they need it. It is helpful to learners when they are the most receptive to the information. It is also called on demand learning.
  • Technology-driven: Gen-Y workforce are tech savvy. They have grown up in a world surrounded by technology. They prefer i-phones, i-pads and various other gadgets for learning purposes. Micro-learning is the only way out which figures better than any other kind of learning methods.
  • Cost effective and simple: Micro-learning courses are cost-effective. Due to the shorter course duration, they take very less time to be developed. They are very cost-effective as well because the overall cost involved is very less. Learning modules are small and less complex in nature.
  • Focused: Micro-learning focuses on one objective at a time. Hence it helps the learners focus on specific content rather than the complete, vast subject. It also helps learners concentrate on the information they want.
  • Various formats: Micro-learning content can be delivered in a variety of forms such as videos, presentations, games, etc.

To know more, why don’t we go through some advantages of micro-learning?

Advantages of Micro-learning

  • Helps increase engagement: Micro-learning content can be delivered in various formats such as videos, podcasts, infographics, games, small presentations, etc. Online videos help the learners understand more than simple text and images. Games also cultivate interest among the learners by involving them in healthy competition, etc. Real world examples through infographics and presentations are also very helpful because learners can co-relate the events with events they are familiar with.
  • Helps retention: Organisations usually conduct traditional classroom training for better learning outcomes. But do you know learners can recall less than 20% of material learnt in the classroom? In Micro-learning, the content is very less and can be comprehended easily. Due to simple and small content, learners can easily retain the information their minds.
  • Helps achieve quick results: Due to smaller pieces of content, learners can go through the course immediately at the point of requirement. For example, a sales person can go through the new product information before meeting a customer.
  • Helps collaborative learning: Micro-learning encourages collaborative learning. Learners can get in touch with their superiors, subordinates or peers through SMSes, discussion forums, etc.

At the end, I would like to conclude that Micro-learning is very flexible and allows learners comprehend the content easily as and when needed. It helps minimize skill gaps in the sales force.

10 Top Tips To Effectively Evaluate Your Online Training Strategy

10 Top Tips To Effectively Evaluate Your Online Training Strategy

How To Evaluate Your Online Training Strategy

Companies devote countless hours and resources into researching, developing, and deploying their online training strategy. However, one of the most important aspects of any online training strategy is to know how to properly evaluate its effectiveness. Is it really working and is it boosting performance enough to justify the investment? Here are 10 tips that can help you evaluate your online training strategy.
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[dt_sc_blockquote type=”type4″ align=”left”]No online training strategy is complete without evaluation. After all, how can you know that you are getting a sound ROI if the effectiveness of your online training cannot be measured? In this article, I’ll share 10 online training strategy evaluation tips you can use to ensure that your strategy is in-line with the objectives of your eLearning course.[/dt_sc_blockquote]

Companies devote countless hours and resources into researching, developing, and deploying their online training strategy. However, one of the most important aspects of any online training strategy is to know how to properly evaluate its effectiveness. Is it really working and is it boosting performance enough to justify the investment? Here are 10 tips that can help you evaluate your online training strategy.

  1. Assessments.
    One of the most powerful tool you have at your disposal is assessments. Quizzes, exams, and tests give you the opportunity to determine if individual employees are actually absorbing information and developing skill sets, or if they are falling behind and need additional help to boost their on-the-job performance. Additionally, assessments let you know if certain aspects of your online training strategy need to be fine-tuned. For example, if the majority of your employees aren’t able to pass a specific assessment, then you may want to take a closer look at the module to see if it’s providing them with the proper information and the online training activities they need to effectively improve their performance.
  2. Course tracking.
    Course tracking gives corporations the power to view detailed information about a specific employee’s on-the-job performance, training data and other key statistics. Such data can be used to not only gauge the employee’s progress, but also to identify areas of the online training course that may need to be modified. For this reason, it’s important to ensure that your LMS has tracking features that you can use to evaluate your online training course and the individual employee performance as well.
  3. Surveys and polls.
    Surveys and polls give you invaluable insight into the minds of your employees, which can offer you the opportunity to identify the strengths and weaknesses of your current online training strategy. Ask them to complete a survey once they’ve finished the online training event or module to get an accurate sense of what they have acquired, how they feel about the online training experience as a whole, and any other recommendations they have about how you can improve the online training.
  4. Measurable goals.
    A boost in both employee performance and business improvement are the key goals of any online training strategy, regardless of the industry or niche. As a result, it’s important to have measurable goals in place that you can track, in order to verify the effectiveness of your online training strategy. What professional behaviors do you want to improve? Are there specific sales goals you want to meet? Do you want to improve customer satisfaction ratings by a certain percentage?
  5. Application of knowledge.
    The only way an online training strategy can truly be effective is if the employees are actually applying in practice the knowledge and skills they have learned in the virtual classroom. You can gauge this by carrying out on-the-job performance evaluations and observing employees while they interact with customers and perform specific work tasks.
  6. Employee satisfaction.
    While online training may be mandatory, employee satisfaction is a key indicator of the success of your online training strategy. After all, if your employees are not happy with the online training course, then they are less likely to actually participate and get the most out of the whole online training experience. This is why it’s essential to measure employee satisfaction (through polls, interviews, etc) and to determine if they are satisfied with every aspect of the online training. Another benefit of this is improved employee retention.
  7. Focus groups.
    Holding focus groups with a diverse range of employees, including managers and employees from different departments, will enable you to collect in depth valuable feedback. You can ask them questions about specific aspects of your online training course that may be ineffective, or get their opinions about your online training strategy, in general.
  8. Performance results and ROI.
    To evaluate your online training strategy it’s essential to take a closer look at whether the performance results you are achieving are actually worth the investment. For example, if the goals you’ve set are not being met, you may want to identify the weak areas of the online training strategy to find out what needs to be improved to maximize your resource allocation.
  9. Level of employee support.
    Employees need a solid support structure in place in order to get the most of their online training experience. Those who may be falling behind or not achieving performance goals will, ultimately, benefit from additional online training and assistance. An effective way to evaluate your current online training strategy, is to assess the level of support you are offering your employees by identifying individuals who are not meeting their objectives. Then interview them to determine what types of supplemental training may be necessary.
  10. The longevity test.
    The online training strategy you have in place will, most likely, have to evolve over time to meet the changing needs of your corporation. However, its basic infrastructure should stand the test of time. Is your strategy cost efficient to maintain in the long run? Is it going to be able to provide your current and future employees with the skills and knowledge they need to fulfill their job roles? When evaluating your online training strategy, it’s essential to look at whether it meets your objectives now and over the course of the next few years, as well.

No matter your industry sector, you  can use these online training strategy evaluation tips to determine whether your online training strategy is on the right track or needs a major overhaul.