Call it microlearning, microtraining, nanoleaerning or microlearning, or what is the same, training compressed in small digital capsules of learning. The aim is to allow that the students purchase knowledges of form very fast and with some results almost always very good.

In fact, have already in the market some platforms like Microsoft, Linkedin, Coursera or Udemy whose model is the one of the learning through the video, using a methodology of big scope and impact.

"It reduces to the max": the idea is that the content and the exercises adopt a size reduced: everything is shorter, faster and more crisp that the traditional methods of learning of long format.

 

In the corporate field, the microlearning is a methodology elearning, very adapted for the continuous learning and that contributes this high degree of effectiveness in the formative actions. It is a system that allows an immediate learning and a complete adequacy to almost any formative process, allowing besides measure his effectiveness of an instantaneous form.

It is an approach of ideal learning for the training of skills, since it poses to reduce a skill or an idea to his more essential parts and teach them only. Focus and a digestion and optimal assimilation of contents that is achieved by cutting learning into concise and very specific contents.

Something that is very positive is that the microlearning can adapt to the majority of the sectors, and is of particular use in the cases in which the team or surroundings of work are in constant change and does necessary form quickly to fill the gap to level of knowledge or skills.

Which are the main characteristic of a course of microlearning?

• It is of short length. Each capsule is used to to last of 3 to 10 minutes (maximum 20 minutes)
• It centres in a concept, skill, idea or specific subject. This involves to have very clear of what wants to speak and which are the takeway indispensable in relation to the subject.
• It handles a variety of formats to transmit the contents: text, presentations, infographies, video, audio and even interactive games.
• It is used to to be designed thinking that it will visualise in the mobile (mobile responsible and friendly)
• The content of the microlearning can transfer of a lot of ways, but the most logical is to use a software created specifically for this type of approach.

On which contents can create the microlearning?

In the companies can apply to the process of onboarding, to the training on the knowledge of the product (can create on-line index cards to include images of the product with the main characteristic and profits) or subjects regulatories, normative or political. The student will have manually this knowledge, will be able to memorise it of form simpler will be able to use the course of microlearning like resource in the work.

A video that contributes tips practical about how do a microlearning effective:

Now well, the experts say that a good formative experience has to, obligatorily, have two factors:

1. A good platform of training (and communication) - Has to allow to the users access to some attractive surroundings, motivator, pleasant, of easy use and intuitive. To increase the interaction and the activity of the student has to to be effective, providing statistical, councils, data of use, among others data.
2. A good course - has to have a good course that do to enjoy of the learning. If it involves a comfortable use, an affordable investment of his time and if besides it helps them to update , already has it everything to stick to the student.

Which are the advantages of the microlearning?

The microlearning presents a lot of advantages for the company:

• It allows that the trainings are much more effective, achieving the same results in time more reduced.
• It boosts the self-leadership and the self-management.
• It allows the practical application of the contents of way more agile.
• It reduces the risk of investment.
• Has a very direct impact in the learning, generating of fast form a positive change inside the organisation.

And for the professionals? It is indisputable that improves of qualitative form the experience of the professional from different perspectives:

• It adapts to the memory capacity of the brain.
• Eases the access, facilitating his adaptation to the diary and to the place in which it find in each moment.
• It gives greater freedom and capacity of election.
• And it favours the engagement.

In definite, the index of attention of the students increases, the ease of access to the contents increases the index of ending, the lagoons of knowledges reduce more quickly, is easy to create and update, adjusts to the budget, and is ideal for the new generation of students.

And now it touches to pose the question of the million, with all this how attain that the professionals want to form?

The big challenge is to wake up the motivation of the employee to his training. Although they are many the people that think that are too occupied to invest time in learning, the Spanish adults devote, in average, the half of the hours of a day to see the TV or videos in social networks.

But not to exasperate, begin thinking that do that the learning was available is only the principle. From here it is necessary to explain them why they have to work in his development, create accessible own content and practical, and that contribute them immediate value. It is necessary to boost the universalization of the learning and have of tools of marketing and communication to arrive to the employees.

If you want to know which are the tendencies for the 2022 regarding microlearning, do not lose you this video: