where does microlearning fit in your learning …...ways to enhance individual and organizational...

Where Does Microlearning Fit in

Your Learning Strategy?

Table of Contents

Introduction

1. Understanding Microlearning and When to Use It

2. Blending Form and Function for High-Impact Microlearning Assets

3. Developing Microlearning with Proven Rapid Development Techniques

4. Harnessing the Power of Learning Analytics for Microlearning

Conclusion

3

4

14

22

27

34

Introduction

You provide your employees a 3-min video on your revised leave policy. Is it microlearning? What is microlearning the term being used extensively in L&D circles and touted as the panacea for all training problems?

organizations alike?

If you too are taken up by microlearning and want to get started with it, the first step is to get the basics right. This eBook gives you a clear picture of:

What microlearning is and what it is not

Types of microlearning assets apart from video

Deciding the form of microlearning based on function

Tools and questions to develop microlearning

Planning for learning analytics in conjunction with microlearning

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Understanding Microlearning and

When to Use It

Unit 1

What is Microlearning?

Small and focused

Acquisition of new

knowledge, skills, and abilities

Generating desired results

MICRO LEARNING PERFORMANCE

Microlearning is a flexible learning approach that can be used in a variety of ways to enhance individual and organizational performance.


Simply chopping

up content into small

pieces

A new concept: The idea of using small

weaving them in the overall training strategy has been around for a

long time

A fixed time

minutes): It depends on the content

and objective

Appropriate to every situation

(task)

A single -

solution: In most

an array of learning solutions

Just one format

(video, in particular)

To be confused with performance support:

Performance support is applied on the job,

whereas microlearning supports learning, that is later transferred to

the job


10 Critical Design Characteristics

Aligned with the desired organizational results

Tied to an overall learning/performance strategy: not a bunch of disparate objects

flooding an already crowded space for learners

Short and focused

Based on a single, clear performance-based objective and/or enabling knowledge objective

(directed) or made available -in-time)

1

2

3

4

5

Easily accessible learners should not have to search for the solution

Realistic and relevant

Creative, intriguing, inspirational

Appropriate to the objective and intended performance

Inherent value (WIIFM) is clear to the learner

10

9

8

7

6

10Critical Design Characteristics


Key Benefits of Microlearning Learners & Organizations

Provides immediate, relevant value

Is targeted, concise, convenient and time-efficient

Gets learners in and get out (speed)

Is personal, flexible, adaptive and learner-centric

Fosters knowledge encoding, retention, retrieval, application, and transfer

Is engaging, immersive and offers variety

Is easily accessible

Allows for immediate feedback, sense of accomplishment and achievement

Facilitates collaboration, contributions, and sharing

Accelerates time to proficiency

Enables faster impact on desired results

Sustains, enhances, and drives performance

Decreases development and delivery time and costs

Expands configuration and format options

Can be easily updated, reused, and repurposed

Can evolve and adapt quickly (learning analytics can help)

Minimizes stakeholder and SME time

Reduces time away from work

Enhances employee motivation and loyalty

For Organizations:For Learners:


Microlearning focuses on one learning objective.

Therefore, we need to:

1. Check the alignment with the desired organizational results.

2. This translates to the desired performance (what people have to be able to do to achieve the results).

3. The objective should be based on the associated action verb (unless we are addressing a knowledge-based enabling objective).

When to Use Microlearning

Desired Organizational

Results

Desired Performance

Objective(Task or Sub-task)


If we use some task analysis fundamentals, we can ask:

1. What is the frequency (daily, weekly, monthly, annually)?

2. How important is that task relative to all other job responsibilities?

3. How easy or difficult is it to learn how to perform that task?

4. What is the risk associated with NOT performing to standard?

Ask:

Frequency?Importance?Difficulty of Learning?

Risk?



Results

Desired Performance

Objective(Task or Sub-task)


To implement microlearning:

1. Frequency could be high or low

2. Importance could be high or low

3. Learning should be restively easy

4. Risk should be low

Frequency Importance Difficulty Risk



Ongoing Performance Coaching and Development

Coach

Assess

RefineShare

Mentor

Assess

We can accelerate learning through a progressive array of microlearning performance solutions.

Structured Learning ElementsLearning is a journey!

Gain Attention

Foster Readiness

Inform MeShow Me

Stimulate Recall

Microlearning in a Strategic Learning Framework

Let Me Try Assess Me

Let Me Try

Prepare TransferReflect

Create Awareness


Microlearning can be created in a wide variety of forms.

Types of Microlearning Solutions

Games

Animations

eBooks

Videos

GIFs

Quizzes

Concept & Process Maps

Infographics

Mobile Apps

WhiteboardAnimations

Simulations

Flipbooks

Blog

Curated Resource

Portal

Broadcasts

DigitalFlashcards

InteractiveResources

Audio


Blending Form and Function for High-Impact

Microlearning Assets

Unit 2

Once the performance-based objectives are set, we determine the form (or shape) microlearning can take. This will decide how we will configure the learning experience.

Microlearning = Short and focused on one objective.


Results

Desired Performance

FormPerformance-based Objective

Focusing on the Function of Microlearning


Form follows function!

Does this sound like an opportunity for microlearning?

New Hire Onboarding

We are working on our new hire onboarding program.

have to sit in a dark corner alone and read a bunch of policies.

The reality is that there are lots of resources and teammates to help them as they get started.

We want to make sure our new hires feel welcomed and part of the team!

Can you make something simple we can share with our new hire welcome email on their first day?

Example 1: Form Following Function


Decreased turnover

Increased employee retention

Enhanced employee satisfaction

Assimilation

Acclimation

Social Integration

Communication

Expectations

Information Management

Consistency

Relationships

Support

Acculturation

New Hire Onboarding

New Hire Onboarding



Results


Therefore, there are important enabling objectives to their individual job performance.

Specific to individual job functions

Accelerate time to proficiency

Build core competencies

Expedite productivity

New Hire Onboarding



Results

Desired Performance


New Hire Onboarding

Focus on a single enabling objective

Recognize available support (resources and teammates) during the onboarding process.



Results

Desired Performance

Performance-based Objective


New Hire Onboarding

Email distribution (embedded, attached, or linked)

Small file size (light)

Creative

Appeal to target audience

Simple, colorful, fun, and exciting

Tell a story


Results

Desired Performance


Form



sample roadmap of how you can use microlearning assets as part of your blended program for product training.

Implementing a Strategic Array

Quiz on Basic

Concepts

Product Animations/ eLearning

Hands-onTraining

Challenge Videos/ Animations (sales pitch)

Coaching Mobile Apps(performance

support)

Videos

Quizzes

Interactive PDFs

Strategic Games

Audio

Simulations

Infographics


Developing Microlearning with Proven Rapid

Development Techniques

Unit 3

Microlearning either comes as a request for a training intervention or as an opportunity to increase training impact.


Results

Desired Performance


Streamlined Development Path

Request or Opportunity

What are your desired organizational results?

How will this solution help your organization?

How will this solution contribute to your organizational goals?

What Key Performance Indicators (KPIs) or metrics are relevant?

What impact do you expect?

What do employees have to do to achieve the desired organizational results?

What would you like employees to do more efficiently and effectively?

What does a top performer do? How would you describe

What would you like to see employees doing more or less?

What performance can be improved?

What specific task should be the focus?

What would be a critical task to improve proficiency?

What should we address first? What knowledge would enable

employees to improve their performance?

How frequently is the task performed; how important is it relative to other tasks; how hard is it to learn; and, what is the risk?

Sample Discovery Questions


Instructional Strategy

Instructional Considerations

Target Audience

Conditions & Criteria

Type of content

Facts

Concepts

Principles

Procedures

Processes

Instructional Activities

Form(Type)

Learning Analytics

When thinking about the instructional strategy for your microlearning assets, ensure you include the following:


Results

Desired Performance


Request or Opportunity



Tips, Tricks, and Tools

Align with organizational results to add value

Build stakeholder receptivity to your recommendations

Use a Microlearning Design Plan Template to help guide stakeholders and capture notes

Use an Action Verb Taxonomy Tool to select verbs and associated enabling objectives

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Streamlined Development Path

Be cautious: collaborate with stakeholders and SMEs

Ask questions and show examples to illustrate and refine

Use a Microlearning Design Plan Templateto help shape your instructional strategy and capture notes

Get approvals before moving to production



Streamlined Production Path

Pre-Production Production Post-Production Placement

Design Blueprint

Tips, Tricks and Tools

Create and follow a production checklist(s)

Use the simplest development software tool(s) to do the job right

Conduct a pilot test (or soft launch)

Obtain approvals as you move through these phases


Harnessing the Power of Learning Analytics

for Microlearning

Unit 4

proper analysis on the learning data they are collecting. A big part of the problem is that companies are still heavily focused on more transactional data such as course completions and grades.

Source: http://go.brandonhall.com/l/8262/2017-02-13/6mhwf8

2017 Learning Analytics Study


http://go.brandonhall.com/l/8262/2017-02-13/6mhwf8

Learning Analytics Process and Planning

A Plan that includes:

The Questions to ask and the decisions that are needed The Information Needed to answer those questions The Sources from where you will get that information The Methods how you will gather the information How you might analyze that information How you anticipate reporting your findings, conclusions, and

recommendations and to whom

Once you have the plan, you need to Enable data analytics the mechanics of the solution, along with where and how it is hosted

Collect the information

Analyze the data

Prepare your Report and make sure to Discuss it with the stakeholders.

Ultimately, we are looking for well informed-decisions and action!


Learning Analytics Process and Planning A Piktochart

ACTION!

QuestionsWhat questions do you have? What decisions need to be made?

Info Needed

What information is needed?

Sources

From where can the information be obtained?

Methods

Has the microlearning assert contributed to on-the-job performance?

Analysis

How might the information be analyzed?

Reporting

How will the findings, conclusions and recommendations be reported? To whom?

RAPID PLANNINGA PROCESS

Plan

Enable

Monitor/Collect

Analyze

Report/Discuss

LEARNING ANALYTICS


Questions to Lead the Way for Learning Analytics

Continuous Improvement (Design)

To what extent has the microlearning asset enabled the achievement of the objective?

Personalization and Adaptation

How can your microlearning assets be personalized and adapted to the individual?

Responsive/Supportive/Intervention

What action can be taken by a supervisor to address a performance issue(s)?

Predictive

Has the microlearning assert contributed to on-the-job performance?

Here are a few examples of the questions that can be asked.


Learning Analytics in Action Video

Questions/Decisions

Was the video watched?

How frequently was the video accessed?

Were certain parts of the video used more than others?

Was there a correlation between the extent to which the video was watched and performance?

Did the instruction associated with the video transfer to on-the-job performance?


Learning Analytics in Action Infographic

Questions/Decisions

Was the infographic viewed?

How frequently was the infographic accessed?

Was it liked and/or shared (social media)?

Did the infographic facilitate on-the-job performance?

Enablement Options

LMS

Web server

Direct Mail Software


Conclusion

Well, we are sure you wont think of microlearning as just video now!

With learning analytics available to close the loop and understand & improve microlearning assets, it is worthwhile to invest in microlearning assets that are tide to your organizational goals. Microlearning solutions are of great appeal to remote workforce employees who spend a major part of their work day away from their desks.

With the evolution of technology, microlearning is now being used in conjunction with gamification, personalized learning, social learning, augmented reality, and more.

So, harness the power of small and in your training framework and experience game-changing results!


About Us

CommLab India is the most sought-after global leader for its rapid eLearning solutions. We have been ranked third in the Top 10 eLearning Content Development Companies for 2018 for by eLearning Industry.

With our formidable authoring tools expertise and decades of experience in corporate training and instructional design, we offer rapid eLearning solutions for speed, scale, and value with any authoring tool:

1. ILT material conversion into instructionally sound, visually appealing, engaging eLearning curriculums and other digital learning formats.

2. Legacy course conversions from Flash or any other authoring tool to HTML5, even if you do not have source files.

3. eLearning translation of English eLearning courses into 35 international languages both text and audio.

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where does microlearning fit in your learning …...ways to enhance individual and organizational...

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