But microlearning means more than just small. Microlearning is not only compact—it’s also focused, offering just the right amount of information necessary to help a learner achieve a specific, actionable objective. This makes microlearning in business contexts especially valuable.

https://www.allencomm.com/resource/what-is-microlearning/

But microlearning means more than just small. Microlearning is not only compact—it’s also focused, offering just the right amount of information necessary to help a learner achieve a specific, actionable objective. This makes microlearning in business contexts especially valuable.

https://www.allencomm.com/resource/what-is-microlearning/

Micro learning is an innovative methods of giving instruction. Detailed information are presented below.

Microlearning deals with relatively small learning units and short-term learning activities. Generally, the term "microlearning" refers to micro-perspectives in the context of learning, education and training. More frequently, the term is used in the domain of e-learning and related fields in the sense of a new paradigmatic perspective on learning processes in mediated environments. Microlearning is a holistic approach for skill based learning/education which deals with relatively small learning units. It involves short-term-focused strategies especially designed for skill based understanding/learning/education. Microlearning refers to micro-perspectives of learning, education, training and skill development. The approaches followed for assessment of microlearning are multidimensional & holistic in nature and need based in particular cases [Patil U.K., 1999] [Patil U.K., 2000]. An ideal instructional approach for many situations especially in higher education for skill development, trainability and employability of learners/students [Patil U.K., 2002]. The technique is capable enough to address challenges associated with slow learners [Patil U.K., 2005]. This learning technique is versatile not only for skill based education but also for sustainable socioeconomic development. Without taking care of micro-perspectives in the context of learning, education, training and skill development, a skill based education cannot be imparted effectively

https://en.wikipedia.org/wiki/Microlearning

Good question and excellent answers.

Microlearning is a way of teaching and delivering content to learners in small, very specific bursts. The learners are in control of what and when they’re learning.

Microlearning refers to the learning strategy that delivers learning content to learners in short, bite-sized, and easily digestible learning nuggets. A microlearning module is focused on meeting one specific learning outcome, by breaking down a large topic into numerous bite-sized modules and allowing the learner to take them in the order of their choice.

Although the concept of learning in smaller bites has been in existence for a long time, many of us were oblivious to its influence as a potent tool for employee training. Fortunately, it has now gained immense popularity in the fields of corporate training and education

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Sorry I do not know. Regards

Good question and informative answers Thank you all!

It’s easy to assume that microlearning simply refers to bite-sized training assets.

But microlearning means more than just small. Microlearning is not only compact—it’s also focused, offering just the right amount of information necessary to help a learner achieve a specific, actionable objective. This makes microlearning in business contexts especially valuable.

Where other forms of training often happen outside of learners’ day-to-day contexts, or are longer, making it more difficult to apply knowledge to specific on-the-job objectives, microlearning allows learners to consume training and apply new knowledge and skills quickly.

Microlearning lets learners select and use assets most applicable to their current needs on whatever device is most handy, making the training even more relevant to their work. This learner-driven nature of microlearning increases engagement improves training and job efficiency and builds learner interest in seeking out additional training opportunities.

It’s easy to assume that microlearning simply refers to bite-sized training assets.

But microlearning means more than just small. Microlearning is not only compact—it’s also focused, offering just the right amount of information necessary to help a learner achieve a specific, actionable objective. This makes microlearning in business contexts especially valuable.

Where other forms of training often happen outside of learners’ day-to-day contexts, or  are longer, making it more difficult to apply knowledge to specific on-the-job objectives, microlearning allows learners to consume training and apply new knowledge and skills quickly.

Microlearning lets learners select and use assets most applicable to their current needs on whatever device is most handy, making the training even more relevant to their work. This learner-driven nature of microlearning increases engagement, improves training and job efficiency, and builds learner interest in seeking out additional training opportunities.

Advantages of Microlearning

Microlearning solutions offer a variety of advantages. Here are a few examples:

Personalization and Autonomy

When each microlearning asset is tagged to create strong metadata, learners can easily find what they need to complete real, job-related tasks. This fosters learner autonomy, driving greater learner interest and motivation. As learners are able to personalize their training experience, they are more likely to apply knowledge on the job and seek out future training.

Just-in-time Learning

Microlearning supports employees accessing information when they need it most. Because assets are compact, learners are more likely to invest the time needed to use them in an on-the-job context. Further, assets developed to be compatible with a wide variety of devices allow learners to use them when and where it’s most helpful. As a result, microlearning makes it possible for learners to gain new knowledge just in time to meet their immediate needs.

Effective and Varied Learning

Microlearning lends itself to a variety of different modalities, which creates effective, richly varied training experiences for learners. Because microlearning assets are compact and focused on specific objectives, they can be easily matched to the modality (games, videos, infographics, elearning, etc.) best suited to the content. Using the best modality for specific content creates more effective training. This effectiveness and the variety of the training experiences increase learner engagement.

Advantageous for Trainers

Microlearning offers key advantages for trainers and learning and development departments. Given their small size, microlearning assets can be easier and more affordable to produce and to maintain. Further they are easily used for a variety of purposes: as components of larger training initiatives, as performance support, as communication tools, and more.

Overcoming Possible Pitfalls of Microlearning

While microlearning offers distinct advantages, pursuing a training strategy that relies heavily on microlearning may introduce pitfalls. Because microlearning results in many small training pieces, it’s easy to develop training that leaves learners feeling like they are missing the big picture or that creates an inconsistent experience across training assets. Best practices that will help avoid these pitfalls include:

• Build connections between the various microlearning assets
• Build connections between microlearning assets and deep-dive training assets
• Define clear standards that create consistent branding to guide microlearning development
• Strategically use key words, images, and principles across microlearning assets
• Identify related training at the end of a microlearning asset

By creating connections between your training assets, establishing clear standards for both look and feel and user experience, and using metadata to help learners find related training resources, you’ll create a cohesive, consistent experience that helps learners understand the bigger picture.

When to Use Microlearning

When deciding whether to use microlearning strategies, it’s important to consider both your business needs and the needs of your learner. In order to determine when it’s appropriate to use microlearning, consider the following:

What kind of content will you include in the training?

Actionable content that can be broken into small pieces lends itself well to using microlearning strategies. However, abstract or complex content which may be more difficult for learners to grasp may need a blended solution. Such solutions use longer format training to develop foundational knowledge, while deploying microlearning pieces for targeted, actionable content.

What technology will you use to make your training available?

Not all learning management systems manage microlearning well. Microlearning’s effectiveness depends in part on ease of access. If a learner can’t quickly find what they’re looking for and consume it right when they need it, it’s less likely that they’ll put the effort in to access and use short training pieces. To best deploy microlearning assets, your learning management system should be easily searchable and provide excellent tagging so that learners can find what they need. And, if possible, having the capacity to share microlearning assets through social networking capacity will increase use and success of microlearning assets.

Who are your learners?

When choosing a training strategy, it’s important to start with your learners’ needs and contexts in mind. While microlearning can be a highly effective strategy across all generations, younger learners or learners who are more technologically savvy may be more comfortable using microlearning assets than those who use digital devices less frequently.  Further, web-based microlearning depends on learners having web-enabled devices readily available while they work, since this training works best when consumed in an on-the-job setting.

Microlearning can be a great way to keep your training fresh, accessible, and relevant. Need help deciding if microlearning is right for you? Contact our consultants today.

regards

Micro learning one task to achieve one learning goal

The term "mini-learning" refers to partial perspectives in the context of learning, education and training. This expression is often used in the field of e-learning and related fields from an alternative perspective to learning processes in environments based on partial levels.