Rather than having employees take time away from work to sit through traditional eLearning or classroom courses, many companies are using "nuggets" of information as needed to perform specific tasks and solve problems as they crop up. This further exactly fit into the mobile Learning environments, where audience have a short-attention span for small screen devices.
Ideology behind Micro Modern learning content is “Keep it Quick & Meaningful”.
Also showcased popular models of Micro Modern Learning.
1. Instructional Animations
2. Interactive Videos
3. Knowledge Nuggets
4. Mini-Modules
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About Hurix
Quick Survey
The Changing Learning Environment
Understanding Micro-Learning
Finding the right Micro-learning for your Organization
Case Study
Micro-learning as per Scenario
Agenda
Q & A
Different forms of Micro-Learning
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Who we are:
Mumbai
Chennai
Pune
Boston
New York
Columbus
Texas
15+
years
580+
Learning
Team
10K+
Hours
Content
½+ Million
F2H
conversions
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4
Most learners wont
watch videos longer
than
Minutes
1
%
Of a typical
workweek is all that
employees have to
focus on training and
development
People are increasingly turning
to their smartphones to find
just-in-time answers to
unexpected problems
Search Engines
Online courses
70%+
50 – 60%
To learn what
they need for
their jobs
employees
access:
As per Research study “Meet the Modern Learner” conducted by Bersin by Deloitte in 2014.
Attention Span of a Learner…
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By use of compelling and engaging
the learning experience gets super enhanced
to enable higher engagement and better
Defining “Micro-learning”
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What all things can really fall within Micro-learning?
Instructional
Animation
Short Scenarios & stories
Knowledge Nuggets
Game based
Assessments
Videos
Just
In
Time
Learning
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Role-based Learning Concept Note
Teaser Animations Whiteboard Animation Animated Infographic
Knowledge Nugget
What all things can really fall within Micro-learning?
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Simple gamesQuiz Type games
Game-based learning…
Puzzle Type gamesTurn the wheel
Quiz Type games
Quiz Type games
What all things can really fall within Micro-learning?
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Type Duration Major Usage
Animation
Mini-module
Knowledge nugget
Videos
5 – 10 Min
2 – 5 Min
1 – 2 Min
10 – 15 Min
Story / Scenario /
Simulations Based
Pre / post or as
remediation
Practice /
Assessment
Based
Small Concept based
learning
The Type of Micro-learning that can be used in various scenario…
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By Judging the
nature of
Training
Learner
Work
Environment
Target workforce
Type of device used
Existing training Module
Kind of learning
Longest & most critical training process
Managerial v/s Technical
Type of work
Sophistication of Training
How do I decide what kind of Micro-learning is required for my organization?
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It is cost effective & quick. Suited as additive/support
Learning only.
It is not for Serious/Senior
management learners.
Only meant for mobile
learning.
General Notion about Micro-Learning
24. Learning Nuggets at Credit Suisse
• The 100 Seconds Learner for Credit Suisse, which is a new
learning format for time-pressed executives. These short learning
capsules can be organized in a broadcast room aim to enhance
managerial acumen and build soft skills to deliver behavioural
change. This product was awarded with a gold award for the "Best
Use of Performance Support" at the Brandon Hall Excellence in
Learning Awards 2011.
• Source Link: https://youtu.be/A89-S6OXn4M?list=UUK_lGf4cV0IWepLHTGB3WJQ
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Case-Study
Through compelling and engaging audio, imagery, animation, and interactivity, the learning experience gets super enhanced to enable higher engagement and instant recall and application.
Avoid information overload: Unlike the traditional form of learning where everything was taught at once Micro learning helps learn according to the pace of the learners.
High Impact : Engaging, interactive, multimedia enabled, animations and videos.
Contextual : Learning in just the right size and just the right time, so the learner can learner exactly what is needed, Ex Nuggets distil information targeting specific information to utilize the learners time efficiently.
Quick: Learners who have little time available for training. As well as who need a quick update or refresher without having to shift through reams of information.
Blooms Taxonomy distinguishes the basic flow of learning
Learning Pyramid helps understand what kind of activity leads to what kind of learning rates.
Correlating the two we can infer that Audio-visual activities which form the major chunk of the such micro learning modules lead to a better retention rates than traditional classroom learning, Hence they are preferred by the modern learner.
Video : https://www.youtube.com/watch?v=A89-S6OXn4M&list=UUK_lGf4cV0IWepLHTGB3WJQ&index=30
Pull approach : Traditional learning was a forced push approach which was mandatory for employees to attend. Micro learning follows a pull approach and allows the learner to come and learn according to his/her need and time.
Multiple Device : BYOD - With mobile use growing, being desk bound is not necessary for accessing eLearning. Learners are opting to BYOD so they can access training anywhere, anytime. Small screen size means instructional designers need to accommodate appropriately chunking content.
Gen-Y : Gen Y or Millennials are those who are born after 1980. According to PricewaterhouseCoopers (PwC), by 2020, Millennials are expected to constitute half of the global workforce (PwC, 2011). Various studies have shown that most learners belonging to Gen Y multitask and have short attention spans. Bite sized learning is perfectly suited to such people, and many firms are catering to this segment by delivering training content in the form of information nuggets.
Cost Effect : Training budgets are shrinking and the demands for quick rollout of online courses are on the rise. Many Learning and Development mangers are adopting bite sized courses to meet this need, as short eLearning modules can be developed much faster and in a cost-effective manner than lengthy online courses.
The target workforce?
Techie’s
Workers on the shop floor
Type of device in use?
Mobile user (on the fly)
Non-mobile
Type of work
Individual – then we have to teach the person start to end
Team – then based on the individual responsibility
The Longest and the most critical training process
What is the kind of learning ?
Product training.
Leadership program
Soft skill program
Compliance training
What kind of training module?
Does it have to be a complimentary learning exercise? (pre and post)
Does it have to be the whole module itself
Do you have a training Module?
Do you have to prepare everything from scratch
Do you simply have to break your existing material into bite size.
Sophistication of Training?
Basic
Higher order
Myth 1 : Cost effective and Quick : It is cost effective in terms of shrinking learning but if you want to break a longer module into many bite sized pieces then its costly. Also it takes time to be made.
Myth 2 : As a support learning only : it can be used for longer modules as well and need not just be present as a support learning. It can be made into a longer module divided into pieces.
Myth 3 : Not for Serious management : The advent of animations and cartoons can make it feel like it is more suited to learn smaller concepts but you an utilize it to have simulation programs, strategy learning exercise, case studies etc.…
Myth 4 : Only for mobile : It has the advantage of being the only medium which works wonders on mobile devices but that doesn’t limit it from being used other screens, so it can also be used to test knowledge post a training session or learner a concept in brief.