Training and developing people is one of the most important processes in HR. This is because only qualified and prepared professionals can achieve the expected results for the growth of the business. Did you know that it is possible to achieve this through microlearning? What is microlearning and why care about it
But for the area to bear fruit, it is important for HR to know the different types of training and know when it is best to choose each one of them.
In this post, we are going to introduce the concept of microlearning and explain how these short training courses can make all the difference in learning for professionals. Are you interested in the subject? So, read on.
What is microlearning?
It is a short-term learning approach focused on a single goal. The method is mainly used in corporate education, when you want to pass on information and knowledge about a specific subject.
The aim of microlearning is to build complex content through short learning sessions . Thus, the method’s activities or classes are applied in short periods, with simple and easy-to-absorb language, and can count on the support of multimedia resources.
Due to the duration of the course, many companies choose to apply microlearning in an online environment, providing video classes of 3 to 5 minutes on EAD platforms . In general, we can classify learning models that have the following characteristics as microlearning:
- Duration: as the name suggests, microlearning is fast and each module can be completed in about 5 minutes;
- Focus: each module must provide an answer to a single problem or question;
- Variety: modules can be presented in different ways: tutorials, videos, podcasts, games, interactions, assessments and online classes;
- Optimized for mobile: the content must be optimized so that the professional can access it anytime and from any device. What is microlearning and why care about it
But it is important to understand that microlearning is not just a small piece of longer training, it is an independent learning model that offers a complete and focused experience in short lessons.
When to use microlearning?
There is a huge range of situations in which microlearning can be used in the corporate environment. Below we list some practical examples.
interpersonal skills training
Microlearning can be the perfect tool to illustrate processes and guide employees in certain skills and competences , for example, how to deal with angry customers or how to generate constructive feedback.
Sales and product training
It is also possible to apply the model to explain components and technical capabilities of the product or service offered , reviewing essential details to facilitate the sales process and technical support.
Orientation of new employees
In the case of new employees, microlearning can be used to complement traditional training , providing quick answers to help newcomers. In this way, the tool can be applied, for example, to show the company’s facilities, tell the organization’s history and answer frequent questions.
Coverage of communication deficiencies
Another very interesting application of the model is to cover specific communication deficiencies . Thus, the method can be applied, for example, when a company rule is changed or when managers realize that a certain procedure is being carried out with many errors.
What are the benefits of microlearning?
Microlearning initiatives are quite advantageous, both for the company that applies and for employees. Below, we explain further the advantages of the method for each of the parties.
For the company
The main advantage for the company when opting for a more compact training is the possibility of offering training in a simpler, faster and cheaper way . The production of a complete course (macro learning) can take months, from conception to approval by the parties involved.
However, in the case of microlearning, this process is much more optimized and the material is ready in a few days . All the company needs is a camera, a microphone, adequate space and a few hours of preparation.
In addition, short trainings can be consumed much faster, which means that teams will not need to release employees for a long time, which does not end up compromising deliveries and deadlines. What is microlearning and why care about it
Another advantage of microlearning is that the material produced can be updated in a simpler way. That way, you can replace information and even remove parts without compromising the entire content. On the other hand, when a long course becomes outdated, it is necessary to redo the entire process, which creates more work and costs for the company.
Finally, the method allows you to create personalized content for a specific audience. Because they are faster and cheaper , HR is able, for example, to direct these quick training courses to professionals who need to develop a certain competence or skill .
for the professional
The microlearning model brings advantages to employees, who are able to train and review information in a much more dynamic and targeted way , without having to spend hours to do so, which can impact their productivity .
The method is also straight to the point and is the best option for those who want to clarify specific doubts to carry out a job, but do not necessarily need in-depth training.
Another advantage is that the collaborator can access the content at any time , even on their mobile devices, finding exactly the information they need, without having to waste time trying to find a detail in the midst of long content.
Finally, microlearning training is more interesting and can be made available in different formats, such as videos, podcasts, animations, simulations and games. This type of language allows a better understanding and assimilation of the content , improving the engagement of teams.
How to apply microlearning in your company?
There is no rule for creating a microlearning, but it is important to keep in mind that it is a short course that offers a complete experience . So, when programming yours, it’s worth following the tips below. What is microlearning and why care about it
set your goals
The first step in creating any training is planning. Thus, it is necessary to define a clear strategic objective and, based on it, understand whether microlearning makes sense or whether it is necessary to create more robust content.
Divide the course content into small parts
With the objective and content defined, it is necessary to think about how to divide the material into small parts that will constitute the teaching sessions. However, it is important to be aware that each part needs a single focus , that is, it is necessary that each session brings an answer to a single problem.
Choose the ideal format
An advantage of microlearning is that you can explore different formats to present your content , making it more interesting and attractive.
Switching media is a good strategy to ensure more engagement. However, it’s good to keep an eye on the training target audience. Videos and podcasts, for example, work well with younger contributors like Millennials. What is microlearning and why care about it
Another media that has become a trend and brings interesting results are games and tests, which teach in a fun way and encourage learning . But business simulations and case studies are also good options for creating engaging narratives that reference real life.
adopt a tool
Finally, it is necessary to adopt an EAD tool that allows the company to create its own online content and disseminate it to employees in an accessible and practical way .
But it is essential that the platform is optimized for use on mobile devices, allowing students to access it from anywhere and whenever they need to consult specific content.