Introduction:

The type of training methodology adopted by any successful trainer is often dependent on the objectives of the training program, what the learning objectives are and most importantly, the makeup of the learners or training audience. It is projected that by 2025, millennials will make up to seventy five percent of the workplace.  By implication, within the next decade, there is going to be a shift in the way knowledge is assimilated, transferred and disseminated.  Therefore, to effectively engage these millennials, there must be a shift in the way knowledge is transferred and learning applied because today’s millennial workforce is very impatient, easily bored and more disengaged than ever.  They want to have complete control over what they learn, how they learn, when and where they learn, provided the learning is relevant.   The onus therefore, is for trainers to be up-to date and knowledgeable about the latest trends, especially those impacting upon employee learning and development. One of such trends is the concept of Micro learning.

The Concept of Micro learning

Micro learning is an emerging type of learning methodology, which is aimed at quickly closing skill and knowledge gaps in specific areas of the subject matter.  It is meant to enable learners, learn bite-size pieces of information (hence, the name, micro) at their own pace. It is appropriate when the learner needs help doing something specific or reference a snippet of content. Micro learning is short and to the point, based on a topic or problem, and easily searched by asking a question or entering keywords.  The theory behind micro learning suggests that short, repetitive learning increases long-term comprehension rates. So, more often than not, it is a self-directed learning approach.

 

Opinions differ as to what exactly constitutes micro learning as a training strategy.  Some people believe it is the planned organization of brief learning experiences designed to meet extended learning goals, while others think that micro learning is synonymous with performance support or mobile learning, because it can be easily adapted to various platforms such as mobile phones, tablets, laptops, etc. The whole idea of micro learning is the concept of ‘Learning on the Go”.

Micro learning as a Training Strategy

Without training, employees’ knowledge become obsolete, and the organization loses its competitive edge due to a dearth of new and creative ideas. The digital revolution and advances in technology have enabled learning methodologies such as micro learning to be the next-generation training solution for a workforce ready to consume learning the way it does everything else: fast, small, and “our way”. Therefore, to combat dwindling attention spans and capture the imagination and interest of the Millennial employee, devices such as mobile phones, tablets, and laptop computers in formats as varied as videos, blogs, games, quizzes, simulations, podcasts, or slideshows, are the tools being used to deliver learning in this new age.  Micro learning is the training solution of the future. When it comes to reaching millennial workforce, antiquated and outdated teaching methods would not be appropriate. Trainers need to

Benefits of Micro learning

Micro leaning is ideal for learners because the content is engaging, relevant, and can be consumed at the time when it is needed.   Benefits of micro learning include:

  • Improved Information Processing: Employees can, process information more efficiently as learning is delivered in bite-size pieces.
  • Saves Time and Money: reduced the cost of classroom teaching and time spent commuting to classes.
  • Increased Flexibility – there are various formats in which micro learning can be delivered, thus, making it flexible.
  • Increased Efficiency: Micro learning enables immediate reinforcement of new knowledge and skills that align with specific position requirements, making individual employees more vested and focused on internalizing what they learn.
  • Increased Engagement: Micro learning fights learner disengagement by using easy-to-comprehend elements like bullet points, games, quizzes and graphics to illustrate the topics and reinforce learners’ understanding of the subject matter.

 

Conclusion

To remain competitive and relevant in the new digital age, employees have to constantly upskill their knowledge and skills. One of the most effective ways of ensuring that employees are constantly abreast of industry trends and knowledge is through the use of micro learning. Organizations that are not prepared to make the transition to micro learning as a training strategy are likely to lose their competitive edge, experience an increase in their skills gap and suffer from employee disengagement.

 

 

References 

  1. Malamed, C. (2018): Is Micro learning the Solution You Need? : A Close Look at Bite-size Learning
                                               https://theelearningcoach.com
  1. Ali, A.S (2017):  Micro learning: The Emerging Instructional Design Strategy in E-Learning retrieved from November 6, 2017
                                       https://swiftlearningservices.com/microlearning
  1. Smith, N (2016): Why Micro learning is a Great Workforce Training Strategy, retrieved from November 2, 2016
                                          https://trainingindustry.com
  1. Fernandez, D: (2014): The Microlearning Trend: Accommodating Cultural &Legislative Shifts retrieved from December 1, 2014.
                                                   https://learningsolutionsmag.com

 

 

Contributed by:
Mrs Sena Ayodeji
Head,  Inplant Unit,
FITC Training

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