Tips to Find Whether Your Organization Needs Microlearning

tips-to-find-whether-your-organization-need-microlearning

This or that? Should I or Not? These are the questions that usually pop into our minds when we are spoiled for choice. In the eLearning Industry however, at times rather than the choices the hype catches you unguarded and before you know your organization is caught up in a bizarre learning strategy that wasn’t required at the first place.

As eLearning service providers, we have assisted several organizations with their learning strategies, however at times there have been situations where the client just came up with the idea of microlearning under the influence of popular trends. Microlearning like any other learning model involves planning and development cost, and so before going ahead one must be clear about what the organization’s learning requirement actually calls for? Is it microlearning, or just another short learning module? To answer this one needs to know what microlearning is.

Microlearning has become a popular term in the eLearning industry. Microlearning by definition is short, easily accessible learning, we have discussed in detail about what it is and how it could benefit the learning strategy, shared tips about how to make it successful, and quite recently discussed about most of our microlearning posts. Once the definition is clear, one can make informed decision about adopting microlearning, but that may not be enough. So, here are a few tips to find whether your organization needs microlearning.

Tip 1# Understand the Learning Ecosystem
As employees, or L&D professionals in an organization, you may be well aware of the business model and the learner schedules etc. However, along with that try to correlate it with the ways employees may learn, the environment that is provided for learning too. For an organization that involves lots of sales function, the learners are constantly on the go and may lack the time to undergo training for each and every product update. In such cases short and powerful performance support courses (microlearning) can be the best choice.In certain cases, organizations either have an open device usage policy or may lack the traditional training facilities making it difficult to organize scheduled training sessions, even in such cases microlearning comes in as a great way to deliver both partial and complete learning.
Tip2# Evaluate the Learning Infrastructure
As a continuation to the above mentioned. Many organizations may not have the necessary number of desktops to provide training. In some cases, the model of functioning may be more mobile, whereas in some cases the working location may be secluded or with low connectivity. In all these the infrastructure available would point towards a more mobile, manageable learning that can be easily accessed, unaffected by connectivity issues and such. All of which point towards microlearning that can be easily loaded due to smaller size and better optimization.
Tip 3# Know the Learners
The learners are the critical pieces when it comes to solving the puzzle around any learning strategy. As L&D professionals one must know the learners well to deliver the best learning. Start with the demographic, the device usage pattern, the time spent within the office, time spent travelling. Also investigate the aspects related to skill sets, how often they need on-the-job assistance, is finding time for training a major issue, or do they lack in attention span? If all the answers point towards short burst of learning, then microlearning may be just what you need.
While the tips described here may not answer it all. It sure can assist in making the choice clearer. With the modern learners, and the mobile workforce in picture, Microlearning is Ideal for Corporate Training, (here’s why). But, microlearning cannot always substitute a comprehensive eLearning course and hence, can be put to better use as a supportive tool too.

Still spoilt for choice? Get in touch, and we can help in finding the right answer.

Author:
Hands-on, dynamic and energetic executive, Amol has a multi-year experience in diverse technology industries and functions, in both Sales and Marketing and Operations. Engineer by graduate and an MBA professional, he started his career in 2004 as a Regional Sales Manager for one of the largest US MNC based out of India continues to live his passion for sales till date. Currently an eLearning and LMS consultant and & Board Member of Knowzies Technology Solutions, his responsibility is to manage the company's growth in the Americas, India and APAC, and encourage its Global expansion through his network of 1000+ qualified Elearning and SaaS experts. Amol is a serial blogger and a have delivered many webinar’s in his past engagements. He likes to write largely about latest eLearning technology trends, mobile learning, and learning technologies. His passion for eLearning makes him the perfect blend for designing solutions for large enterprises especially where the cost is the constraint. Prior to his current venture, Amol had a blast leading the International Business Operations for various leading LMS and eLearning organisations globally. Amol successfully managed a talented pool of professionals and partner companies (Channel network implementation) enabling the acquisition of many leading enterprises. A solid credo in business ethics and knowledge sharing are its key business drivers. He is what the Urban Dictionary would call a straight shooter, enjoys playing cards on the table and doesn't deal with fuss. Big in creating new connections and value to its network (because the network is quite everything), he is hungry for innovation and falls in love for true out-of-the-box thinkers. Cricket and food are superior passions. Loves the family and is blessed with two happening daughters and a caring wife. Over weekends you will find him in kitchen experimenting with new dishes. In case of any queries, you can reach to him on amol@knowzies.com.

Leave a Reply

Your email address will not be published. Required fields are marked *