In recent years, micro-learning has been considered a promising matter in professional culture. The purpose of this article is to review the development of micro-learning in 2021 related publications and online surveys. Outcomes can serve as a benchmark for several domains in promoting, designing, and using micro-learning. It is undoubtedly an easy upgrade, though the business is constantly changing. New items are added every week, but does your survey reflect that? Because micro-learning only takes a few minutes, it’s easy to upgrade as needed. The last working procedures were never so easy!
Micro-Learning
By definition, micro-learning is courses of up to three to five minutes per-users that deals with topics and allow the individuals to solve problems quickly. Because of this fast-paced schedule, the main benefit for both the company and the employer - the most important result - are consumers who learn important information and put it to work immediately.
All the same, a study conducted by Microsoft showed that the average focus ranged from 12 seconds to eight seconds, which is shorter than a goldfish. When a person’s average attention span decreases; E-learning is becoming increasingly important as it emphasizes a short period of learning. Compared to the traditional face-to-face method, people now expect to learn right away at any moment.
The reality is that micro-learning is nothing new. In a matter of fact, companies only began translating their dense, printed training guides into digital space. It was hoped that this would make learning easier, and although this had been the case for some time, the problem soon arose that the pieces of training were still too long. Then, the approach was to use everything the learner cultured in the real arena and find an opportunity to learn it online. This material was taken from the printed manual almost literally from paper to screen and was a great read.
The training style remained very traditional, with presentations, goals, extensive reading, quizzes, and exercises. Sometimes the hours lasted an hour. Although information and learning were still important, the length of the training meant that employees were absent from work for a longer period and spent considerable resources. Soon efforts were made to make these long courses more accessible. Today it has developed into micro-learning units that last only two minutes.
It has significantly changed people’s expectations of training. Moreover, more and more employees are choosing their study. Previous research shows that 82.5% of employees learn as needed. Therefore, the need for training increases. According to the study, small pieces of learning material can make it easier for individuals to access at certain times of the day and under certain conditions.
Micro-Learning Is Going To Change the World - 2021
Let’s see the core advantages of switching to micro-learning, and how it modifies the world.
It Creates a Culture of Learning
It makes learning lifelong, not one-time. A culture of learning is equally important in an organization and is an important part of creating happy, involved, and educated employees. Employees can be up to date with information technology or become familiar with company policies long after the hiring process. It contributes so much to the culture of learning that the system also includes learning and development professionals.
Available Everywhere
You can take it anywhere you study online. However, a learning management system facilitates learning on the go. These little learning activities can be performed when an individual has time, instead of forcing them to take a course when they don’t mind. Online training is also much cheaper than traditional training.
It Solves a Short Attention Span
We went deep into the age of the Internet, where we got information in seconds. It has affected the way we handle existing information and attention. Micro-learning not only divides learning into smaller parts - that are easier to process but also allows the people to return later. When learning is divided into 3 to 7 minutes, it corresponds to a person’s attention and working memory.
Improved Worker Contribution
However, creating learning to temporary personal growth and development is key to their inclusion. The software consulting report shows that 50.4% of employees attend more short courses, such as Cloud computing certification course or training. Unfortunately, when employees are uninterested, they find it harder to get rid of them.
The Materials Are More Easily Absorbed
It usually ends with 1-2 learning goals, but equivalent micro-learning usually teaches 4-5 goals per unit. These little lessons make learning easier. The recent study states that learning in small parts makes exchange 17.5% more effective. With this new material, learning can be quickly transferred to be applied in real life.
Assistance in Various Learning Opportunities
Not all employees learn the same. By remembering different learning styles, micro-learning allows you to adapt to a particular style. Some prefer to learn with visual images and others with sound. A subject can contain multiple learning tools or it is easy to create different subjects that fit all styles of the same topic. Add videos, podcasts, and articles to your training units so that all employees can learn best.
It Works At the Pace of Life
Do you know what they knew then? People have a short attention span. Enter the world of social media today, where everyone gets information about at least 30 characters and videos in 30 seconds, and you have a business and cultural customs that have everything you need at your fingertips. Because such technology and reading are so prevalent in our daily lives, we have learned to absorb information quickly. The same goes for the learning environment.
Final Thoughts
To sum up, the minor learning difficulties may be related or independent, but above all, they must be rhythmic and accessible to the learner, if necessary. Micro-learning units are specifically designed to increase knowledge among users about retention and behavior change. Each unit can be trained promptly, helping to target specific risks and achieve production goals. However, micro-learning provides contextual and interesting training and provides users with little training when they need to learn, instead of additional training.