What is Microlearning: Micro-learning trends

Written by SeekLMS Correspondent on 14 January 2022

Micro-learning trends: The amount of time we spend on our phones to access the internet is growing. The way people learn has evolved. People view their phones up to 9 times every hour, while the average video is just 4 minutes long. After six days, 75% of the knowledge is lost if it is not applied. Training accounts for 1% of an average employee's weekly time, or 24 minutes. People have less time, more distractions, and a lower memory capacity than in the past. Microlearning emerged in this setting, and it is now the most effective method for adults to learn.



What is microlearning, and how does it work?


Micro-learning is a kind of learning that consists of small, effective information that may be incorporated into our everyday life. These are regular, brief sessions of less than 10 minutes.

As a result, learning for 3 to 7 minutes is more suited to the capacity of working memory and human attention.


What is Microlearning defined as:



• tailored content: microlearning increases engagement by more than 50% and knowledge retention by more than 20%.

• a separation of the material into educational grains, or little chunks of knowledge: each of these grains must be able to stand alone and be integrated with others in a non-constant sequence.

• fresh content reminders on a regular basis

• fast-paced content: smartphone users finished their courses 45 percent quicker than PC users, and 58 percent of workers want to study at their own speed.


It's an incredible lever for progress when combined with artificial intelligence.



What are your strategies for implementing microlearning?


There are three possibilities:


1. We may utilize micro-learning to supplement a system of activities by using it as knowledge units.

This gadget is often a powerful training moment, a group moment.

As a result, we provide micro-learning both upstream and downstream from this point to aid memory anchoring.


2. Training courses may be created wholly by hand or with the help of artificial intelligence.

As a result, we will be able to provide total autonomy in training, and the training course will be completed via all of these subsequent micro-learnings. We want to increase abilities, modify behavior, and uncover new practices using these two options.


3. Finally, we may employ microlearning to address issues or queries that emerge in real-time. We then make the relevant information that we need and will have to utilize when we need it available in the most accessible manner feasible in the workplace. We're stuck in a never-ending cycle of progress.


Essentially, rather of relying on others to share their experience or information, we will deliver knowledge to where and when we need it. Just when I needed it!


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