Advancements in microlearning

With the rise of mobile devices and advancements in our understanding of training, 2018 will see new ways to develop the skills and expertise of staff.

By 2025, millennials will make up 75 percent of the workforce – with the average attention span of millennials being around 90 seconds, it’s essential for organisations to adapt their approach to training.

One particular method of engaging this new workforce is the introduction of microlearning – an instructional methodology focused on brief, engaging content delivered digitally. Microlearning has the potential to greatly increase knowledge intake and lay the groundwork for safer operations. As a result, departments are likely to continue with microlearning adoption in 2018.

 What is microlearning?

Microlearning can be conceptualised as planned organization of brief learning experiences designed to meet an extended learning goal. This is often paired with performance support and mobile learning.

While the delivery of microlearning can vary extensively, it usually has several key components:

  • Succinct: Microlearning is usually only 3-5 minutes long, and is designed to meet a specific learning outcome.
  • Focused: As they are short, microlearning usually focuses on a single topic without going into too much detail on tangential ideas.
  • Variability: Microlearning content can take many different forms – such as games, videos, quizzes and discussion boards
  • Availability: With many forms of learning centred on interactive engagement, microlearning often needs to be available on multiple devices, such as tablets, phones and laptops.

Benefits of microlearning

Microlearning has the ability to increase the retention of knowledge, as well as improve the accessibility of training from any place, any time. Below, we’ve outlined some of the key benefits of microlearning for organisations.

  • Instantaneous results. Microlearning is quicker, and can enable employees to fill a knowledge gap with only a short course.
  • Multi-format. Education doesn’t work the same for all people – microlearning can offer tailored training solutions for those that prefer different types of learning.
  • Cost effective: Production costs for microlearning should be much lower than the costs for a major course production. The vision of microlearning is smaller and laser focused.
  • Better reporting: Organisations can get a better understanding of the skill level of employees and an overview of knowledge gaps.
  • Less downtime: Microlearning is not as disruptive as a day of training.

 Microlearning through myGBeducation

 GB provides microlearning to organisations though myGBeducation. myGBeducation provides easy access to interactive training programs that keep employers well informed about the topics that matter to them and their business.

 GB develops customised training modules designed to help achieve specific organisational objectives, such as claims reduction, injury reduction, improved RTW outcomes and a strengthened Work Health & Safety culture.

 We have rolled out this training solution to clients throughout Australia, providing a custom online training portal to provide claims education to organisations as a whole. These training portals are accessible 24/7 from any regional location. With modules relating to the individual clients’ needs, this approach to microlearning ensures that the employer trains new staff members on the processes and procedures necessary to fulfil their internal claims management role.

 This is coupled with GB’s robust training calendar, onsite training programs and regular client seminars, myGBeducation gives employers direct access to expert learning and qualifications.

Our intenrship program won the ‘Best Learning Project’ gold award at the LearnX Impact Awards 2016 – a leading industry body that recognises the best practices in learning and development. Cathy James, who developed the induction program, also won ‘Best Instructional Designer’ at these awards.

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