Corporate training is necessary for every organization that wants to grow internally and externally and offer the best possible services and goods on the market. Regardless of the type of the business, all employees need to be trained in a coherent way in order to perform properly. No matter if we talk about induction, follow-up training or introduction of new policies and practices, corporate training is an essential part of the company life.
The question is how to make the training more efficient and interesting for the employees so that it can achieve its overall goal – to help them improve their knowledge and skills. The benefits of creating custom e-learning modules have already been recognized by the companies. The desire now is to identify the best approach to present these modules to the employees. Microlearning can be the answer given its overall advantages. Let’s see what they are.
What is the Optimal Length of Microlearning?
When talking about microlearning we all agree that it is about short, focused modules tackling a specific issue. Quite often the question is how long a microlearning module should be. There is no concrete answer to this question but generally it is accepted that the module should be no longer than 10 minutes. Some may argue that the optimal length is around 4 minutes, since this is the length of an average YouTube video these days.
The best answer about the length of a microlearning module is that it should not be long but should contain all the relevant information on the specific piece of information that it covers. And when we are talking about corporate training, it means that it should fit easily with the employee workflow. Hence a duration of 4-5 minutes per chunk can be ideal. Just the time between calls to refresh your knowledge about dealing with angry customers. Or between the two cycles of the machine you are working on to check the new features that were incorporated with the updated version.
As long as the content of the module is focused and provides the necessary information, its actual duration is not that important. Well, speaking about microlearning, it naturally means several minutes not more.
What are the Goals of Corporate Training?
All companies strive to have a better position on the market, larger profits, well-prepared employees and happy customers. In order to achieve these goals, the business needs to have a sound and comprehensive strategy. Corporate training is one of the most important components of the business development plan. It can create employee engagement, improve productivity and lead to excellent overall results for the company. So, what are the main goals of corporate training?
- To teach employees about the policy and procedures within the company
- To create equal access to information for all employees, regardless of their location
- To enhance the skills and knowledge of the employees
- To improve the productivity by introducing new practices
- To engage the employees
- To find and reward talent
- To receive feedback
- To increase motivation
- To improve the work of the management
There are many other goals that effective corporate training can achieve but these are among the most important ones. The e-learning method that will be selected for the training also plays a significant role. It can determine how quickly the results will be achieved and whether the learners will enjoy the training process. It is necessary for the e-learning modules to be properly translated and localized, so that they are relevant for the employees and their specific setting. Choosing interactive training methods, including games, videos and real-life scenarios is the key to successful training.
Why is Microlearning Effective?
Microlearning is one of the preferred approaches lately since it gives more freedom to the learner and does not take up too much of their time. Employees are usually pretty engaged with their tasks and do not have extra time that can be devoted to learning. Therefore, mastering new skills and knowledge should be done in a subtle, but efficient way. Microlearning can be the solution in this case, since it:
- Helps manage time
We’ve already stressed the fact that the most distinctive feature of microlearning is its duration. Even though there is no specific time-limit, the modules that are delivered are fairly short. So, they can be used throughout the day. The employee does not have to allocate an hour or two of their time to learning but rather a few minutes, which is much more manageable. Besides, devoting a few minutes to something different than your routine tasks can be refreshing as well.
- Helps stay focused
The other pretty significant feature of microlearning is that it stays focused on the specific details. Instead of teaching all you need to know about a given topic, the microlearning picks a given element and presents it to you. For example, many companies have a “Health and Safety at Work” topic that naturally should be presented to all employees. This can be an hour or two-long session with all the information that will be given and perhaps some of the details won’t be remembered by the employees. A better idea is to divide the topic into specific elements – for example “How to use the fax machine” or “How to lift heavy objects” and present them as shorter modules on different days. Thus, the information will be more focused and easily remembered.
- Helps manage cognitive load
Having to learn a lot of new things over a limited period of time can be quite overloading for the learner. At one point, the modules will become boring and the learner will find it difficult to stay focused. Combined with the fact that at the same time the work process is also going with the same intensity, it may turn out that the learning is quite inefficient. Dividing the content into smaller chunks is a smarter trick to present the information more efficiently. The content is perceived as relevant and, in this case, it is retained for longer. With microlearning, the addition of unnecessary content is avoided.
- Helps align the training with the needs
Addressing one specific problem at a time, allows the training module to answer the specific needs of the learners and/or the company. This makes the learning much more efficient. The employees also feel that their needs of acquiring new knowledge and skills in order to do their job are answered.
Generally speaking, microlearning is one of the most efficient ways to provide training in a corporate setting. It saves time, while keeping the content straight on point. It does not interrupt the workflow of the employees and provides them with an easy tool to acquire new knowledge and skills.