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In Learning, Size Matters
Microlearning has not only stood the test of time, it is uniquely suited to facilitate business in today’s largely informal, development-driven work environment.
When customers call a bank, they are pleased to receive perfect, courteous service. When customers bring a car in for service, they don’t want to be told the job will take two extra days because the mechanic will be in class. They want results now.Business is about productivity, not learning. The learning challenge is to keep employees productive and learning simultaneously. Microlearning can be a critical component of the strategy because it satisfies immediate knowledge needs to enable performance. As technologies advance, microlearning evolves to match the needs and pace of business. Learning and consumption have several similarities. According to the FDA, the most beneficial eating patterns include eating six small meals through the day when one is truly hungry as opposed to when a clock says it is time to eat. In other words, consume when needed. There is a lot to be said for applying the same strategy to learning as to nutrition. The analogies include:• Too much consumption at one time can be painful and stressful, and the value can be lost.
• It is often wasteful. Investments of time and expense may not satisfy the true need.
• No one wants to clean up after a big meal. It can be messy and exhausting to redo learning and restore order.Microlearning strategies facilitate knowledge acquisition, employee learning and performance support, when and where needed. It is just enough and always available should learners need to partake more as demanded. However, it is just as important to enable employees to learn where they are and to have learning be integrated tightly into their work.Sometimes this may involve a smartphone, tablet or presentations though an online, corporate intranet. Eventually e-learning may be accessed in a manufacturing plant or hospital by scanning a QR code and reading resulting content on a handheld device. Consider current standby microlearning examples such as instant messaging, blogging and even the telephone and water cooler. These are now ubiquitous in the workplace. The expertise needed to be tapped belongs to top performers, and their knowledge transfer is not specific to a certain delivery mode.
The Next Generation of HR: What’s Wrong? What’s Right?
May 23rd 1:00pm - 2:00pm CT
2013 CLO Breakfast Club, Boston
September 12th - 12th, 2013The Westin Copley Place
Fall 2013 CLO Symposium
September 30th - October 2nd, 2013Rancho Las Palmas Resort & Spa
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