Simply put, getting trained is the action of undertaking a course, module or exercise to evolve in a specific skill in a working or educational environment. In this competitive world, it has become all the more necessary to develop industry specific skills to grow both personally and professionally.
40% of learners say that they don’t have the time they need to train themselves. 79% believe they have a significant retention and engagement problem wherein 26% see it as an urgent problem. 80% of learners said to have forgotten whatever they learnt during training within 30 days itself! And the worst part is fewer than 15% of learners are able to successfully apply whatever they learn.
With internet becoming accessible to all, everyone has access to any kind of information – irrespective of where they are. Be it watching a video, scrolling past their Instagram feeds, tweeting and retweeting newsworthy posts and checking their emails, we go through information from different sources multiple times during the day.
This means they are accessing to information from varied sources. Since our consumption has become such, it is evident everything comes to the brain rather quickly. We focus for shorter durations but absorb the information quickly and move on over.
Whether it comes to making the learning process fun and interactive for students across educational institutes or creating the training processes for new employees, micro learning is the answer.
Microlearning has saved learners from tuning out quickly and fixing their attention somewhere else by providing bite-sized learning nuggets. This makes it easier for people to consume even the most informative piece of content and at a faster pace.
Micro learning to the rescue
When we talk about training processes, we don’t necessarily define an environment. It could be a school or a workplace. This instructional strategy is being applied everywhere to empower, train and educate learners.
With the immediacy of internet, followed by social media, traditional training methods are becoming almost irrelevant and outdated. The modes of training haven’t been able to keep pace and to avoid learners from falling further and further, micro learning was introduced.
Traditional training vs. micro learning
In the next section wherein we compare traditional training processes with micro learning:
Traditionally, informative content is mostly available in long form formats – be it text based, videos or audios. Such content types are usually consumed by the learner only once. However in micro learning, units of information are acquired – multiple times – in the form of shorter audio-visual, graphics, e-books, etc. whenever there is a “need to learn” or go back to a piece of information.
2. Driver of the process
When a learner is traditionally trained, he or she has little or no control on the way information is to be acquired. There is a trainer who is assigned to educate and train the learners. But micro learning enables the learner to drive his or her learning process.
A traditional training process can span from 60-90 minutes to a week or a month – depending upon the context and volume of information that is to be imparted.
5. Mode of learning
From a traditional viewpoint, a learner has to sit through long lectures or presentations. Micro learning, on the other hand, allows learners to take short courses at their convenience.
6. Time to train
Generally, traditional training happens on an yearly or quarterly basis. It takes place prior to or interrupts working or normal schools hours. Micro learning is self-paced, self-directed and an individual choice. Since it is an ongoing process, it doesn’t interrupt the normal functioning of the day.
How Oust can help – lifelong learning
With new product launches and constant evolving of industries, one needs a cost effective way to ensure they never stop learning – irrespective of mode or industry. Oust helps develop a customized lifelong learning program that is easy to manage and deliver across the globe.
Change has been faster than ever before and therefore ongoing training is a never ending process. The learner has to sharpen his or her skills and acquire new skills to stay relevant. It’s not just instructor-led training that suffices.
Periodic reinforcements are essential for internalization and hence behavior change. Oust provides a cutting edge technology based mobile solution which drives learning through reinforcements which are short, engaging and fun!
To know more, please visit the website.