Microlearning is on everybody’s lips these days. It’s probably the latest in terms of effective learning. Even though everyone’s talking about microlearning — or precisely because of that — discutions ofen get to contradictory terms. So here are five questions about microlearning and their corresponding answers.
Learning is universal and though businesses can’t really control how much sleep their employees get and how high the quality of that sleep is, raising awareness about the issue can’t hurt. Moreover, allowing workers to take short naps while on the job, especially after they have been involved in a learning experience, can do a lot of good. So what do you say: will you allow your learning employees to sleep on it?
Rather than just going for the LMS version with the most features, you need to figure out what exactly would meet the needs of your organization in terms of learning and training metrics. A well-chosen LMS platform can be the best investment. If the managers are happy and the employees engaged and retained, organizational success is a given.
Adaptive learning is mainly seeking to employ modern day technology to better the education or training process by ensuring that people are enrolled in individualized learning programs built around data that is gathered both before and during the entire learning process. Although still in its infancy, adaptive learning definitely represents the future of training.
It can be challenging to calculate the ROI of training but it is not impossible. Specific numbers can be obtained fairly easily, but if you are looking for numbers that are indeed impressive and will guarantee a generous learning budget, you’ll need to make sure that the goals of the training units are in line with the objectives of the company. This way, everybody is guaranteed substantial gain.
A real-life modern-day mentor could do wonders for one’s professional development and as such many organizations have started to recognize this and have established programs to aid younger employees get in touch and receive guidance from more experienced peers. But how many types of mentoring are there, and how can an L&D professional decide for the best option?
Learning is greatly aided by emotion so personal experience is the best teacher of all. While in life one can’t find any way around these ‘teaching’ moments, there is an alternative in corporate training – incorporating real-life experiences in e-learning can prove very useful and efficient. Here are a few tips on how to create real-life learning experiences in online training.
When learning and development programs are set up, the attention is focused solely on formal learning. That’s probably because the informal version doesn’t sit well with schedules, set objectives and quantifications. While good old fashioned learning paths are necessary and very useful, since informal learning is almost always self-initiated, it proves to be a lot more effective and with visible effects on organizational performance.
The role of SMEs in e-learning is a very important one, as subject matter experts can bring a whole new world of knowledge into a training course. If instructional designers work together with SMEs by being specific about what they need to achieve, agreeing to a structure, establishing the complexity of the online training courses and sieving the information the get from SMEs, they can achieve impressive results.
With so many resources given to corporate training, one may wonder why at this time so little attention is given to leadership development. Well-tailored e-learning is an effective way to deliver management level training as it allows the autonomy managers so badly need and the flexibility of easily fitting in training sessions into busy work schedules.