Microlearning is a teaching and learning approach that involves delivering small, focused bits of information to learners, typically in the form of short, self-contained learning units or modules. Microlearning (also known as mLearning, noo-learning, or bite-sized training) helps increase the amount of knowledge or skill an individual can acquire in a shorter period than traditional teaching approaches by breaking down content into small chunks and delivering this information through frequent short bursts.
Microlearning is a popular approach.
Microlearning is a very popular approach to teaching and learning in the modern era. It is particularly well suited for mobile technologies such as smartphones, tablets, and other portable devices that allow individuals to access information anywhere and anytime they want. This makes micro-learning an ideal strategy for providing learners with the tools they need to perform their jobs more effectively while on the go. Additionally, microlearning modules are typically less expensive to produce than longer courses or traditional classroom training programmes.
Advantages of microlearning
There are several advantages to using microlearning as a teaching and learning strategy. First, the small information modules allow learners to focus on one topic at a time, allowing them to understand and apply new concepts more quickly and thoroughly. Additionally, micro-learning modules can be rapidly created, updated, and shared with other individuals through online platforms such as social media sites or video-sharing sites like YouTube, providing greater flexibility for organisations that want to frequently update their training content based on changing needs or emerging trends in the workplace. Finally, microlearning is ideal for delivering training directly to those who need it most. Organisations can create simple instructional videos (perhaps even filmed with an employee’s smartphone) and immediately share this content with employees or customers via email, text message, or other communication platforms.
While there are many benefits to using micro-learning strategies in education and training, there are also some disadvantages. For example, the small instructional modules can be complex for some people to follow as they try to learn new content or skills quickly. Additionally, learners may have difficulty applying the concepts from micro-learning modules in real-world settings if they do not have an opportunity to practice these skills during training sessions or work activities. Finally, suppose organisations share micro-learning content frequently on social media sites such as YouTube or Facebook without linking to their websites or intranet sites where more detailed information is available. In that case, employees may spend too much time browsing through irrelevant material instead of focusing on the most relevant training to their needs.
Ultimately, micro-learning strategies can effectively teach and learn in various contexts. Organisations should consider the pros and cons of using this approach before implementing it as part of their training programs. However, with careful planning and monitoring, microlearning can be a powerful tool to support learners’ understanding of new concepts and help them apply those skills in real-world situations.