The business ecosystem is more volatile than ever, with increased competition, the drive for digital transformation and an uncertain political environment. It’s become even more vital that the Learning and Development organisation embraces the need for rapid change, both in terms of attracting, retaining and developing its talent.
Learning is an intrinsic part of our working life, whether we are an entry level employee or a senior executive, if we are to demonstrate value and productivity to our organisation. However, time pressures are relentless, and learning is not immune, so it is imperative that L&D delivers learning that is efficient and effective.
For quite some time, it has been recognised that to optimise scale and flexibility, eLearning has been the direction for improving efficiency of training delivery. Much of the eLearning produced has been too long, too linear, uninspiring and generally lacking engagement – the “Wow factor”. And perhaps most importantly, eLearning has often lacked effectiveness in meeting learning objectives and engendering behavioural change.
Today we are all learning, whether at work or at home, using Google, YouTube and social media to find what we need and how to achieve it. This hunger for quick answers also translates to our time at work, when we are looking to attain the skills we need to do our jobs better, faster and more effectively.
Recent research is strongly suggesting that it is time to move away from the more “passive” elearning to a strategy of personalisation and video-rich microlearning, delivering bite-size content on any device, at any time.
Learners demand a more agile approach to training that gives them relevant information on a wide variety of subjects, accessible at the point of need, and they’re willing to go anywhere to find that information. The Learning and Development organisation needs to facilitate this by putting the best possible technology and content in the hands of learners if it is to effectively contribute to the success of the organisation.
At MicroLearn, we understand that today’s workplace learning culture is craving relevant content that is rapidly created to meet the demands of an information hungry workforce and not turgid electronic “page turning”.
"In embracing a microlearning strategy, it must be time to revisit and evaluate the effectiveness of your elearning library."
More information on how MicroLearn can help organisations meet their training requirements is available from www.microlearn.com or by email to firstname.lastname@example.org.