Sentences with phrase «when microlearning»

When each microlearning asset is tagged to create strong metadata, learners can easily find what they need to complete real, job - related tasks.

Onboarding is the perfect example of a time when microlearning is so important in order to get them up, and running as soon as possible.

Not exact matches

Even video or audio editing platforms may be of use when creating microlearning online training content.

Task - based simulations are one of the most effective real - world activities, especially when they're in a microlearning format.

When combined with other rising training trends, microlearning can be a great tool in the training toolbox.

Also known as microlearning, when content is delivered this way it means that learners can move at their own pace and even revisit material that they find difficult.

Microlearning means that when you need to learn something now, you can.

Can learners quickly access eLearning and microlearning courses and view other types of digital content such as videos and PDFs even when they are offline?

However, when it comes to microlearning «less information is produced at a time».

When it comes to microlearning, there is an entire buffet of solutions.

Microlearning gives freelancers the desired autonomy when it comes to learning options as it is fully customizable and enables individuals to modify the learning process according to their personal specifications or preferences.

Microlearning works best when it is just in time and addresses a specific question that the learner may have about their job.

Microlearning works well when organizations create modules that have specific learning objectives.

Employees typically access the microlearning online training library when they have a question or concern.

Just like with gamification, there are some principles to live by when creating your one - to two - minute bursts of microlearning content, including:

When you are able to plan a microlearning course successfully, you can confirm that microlearning, coupled with modern technology, addresses and in some ways solves this statistic perfectly.

When it comes to the latest approach to impactful corporate training, small would seem to be best, and it's all thanks to a smart idea called Microlearning.

In this article I explain what microlearning is, who it benefits and what to include in bite - sized lessons when creating corporate training for Millennials, the new generation of employees.

Content search - ability allows your learner to find the content that they need when they need, and content modularization allows microlearning and on - demand training.

When it comes to the latest approach to impactful corporate training, small would seem to be the best, and it's all thanks to a smart idea called «microlearning».

The obvious question to ask when creating a microlearning strategy is whether learners have the necessary tools to access and consume learning in an uniform manner.

Smart organizations can keep employees on point throughout the year by offering bits of microlearning when each one is most relevant.

New technologies are shifting the way people work: Microlearning gives just enough information to compel the right action for the moment; mobile learning makes it possible to treat your learners like customers and deliver them what they need, when they need it; and personalization allows to make your audience feel like their learning is custom - fit, not a mass - produced, one - size - fits - all training.

Microlearning has become a staple because it forces Instructional Designers and developers to break down and re-structure what learners need to succeed, and it allows learners to get more meaning out of the experience as they gain control over what and when they learn.

Microlearning gives you additional tools to help learners find information how, when and where they want to, which means they'll turn to your content for answers instead of other sources.

Research published last year by Bersin by Deloitte suggests there's a time and place for both macrolearning and microlearning [2]: Macro when you want to learn a «whole new domain,» or you're at a career milestone (new job, promotion); micro when you «need help now» and consume information that takes «10 minutes or less.»

Microlearning - based training finds a natural alignment to the learning on the go that can be consumed by the learners on the device of their choice and when they need it.

For instance, when you need to learn a complex application software, you need a traditional eLearning course rather than learning through a maze of multiple, microlearning nuggets.

Microlearning is ideal for distracted or busy corporate learners, as it gives them the opportunity to build their knowledge base when it's most convenient for them.

The term «microlearning» can come with some misconceptions, and this can cause confusion for Learning and Development teams, especially when they are trying to create a strategy.

Efficient microlearning supports users transition their formal learning back to the workplace, at the point when it's required.

Many microlearning modules are designed as pull learning, that is, the learners access them when and where they want it.

One reason for this is that microlearning content is most effective when used as part of a larger training program.

Discussed above are some of the essential factors taken into consideration when measuring microlearning as a workplace learning strategy.

Length of training program matters when it comes to learner efficiency achieved through microlearning.

Microlearning is a significant modality to consider when talking developing your training methodology.

When you link this with microlearning, the knowledge retention rate will be high.

Microlearning helps people do the job when they NEED to do the job.

This works well when your curriculum focuses on creative subject matter, uses casual learning methods — think microlearning — or you want to encourage discussion.

With microlearning, they can choose how they consume content, when they consume it and what content they need.

Microlearning can however add significant value when applied in the right scenarios.

Regardless of how you deliver your microlearning content, remember that rewarding learners when they perform well is a great source of motivation.

When developing microlearning programmes, start by identifying the distinct types of content you want to develop and present.

By choosing the right delivery method and focusing on the concepts that make microlearning so effective, you'll remember that size really does matter when it comes to education.

Make sure your learners can easily find and refer to microlearning modules when they want to.

When it comes to microlearning, TMI can mean inefficient results.

Mobile learning blends seamlessly with microlearning to ensure your learners are constantly checking in and taking in new information — even when they're not in the office.

If you have broken down your overall topic area into a collection of small microlearning modules, make sure they are presented in a sensible sequence and, when combined, do still cover the whole topic with no inadvertent gaps.

The benefit of microlearning is that it gives learners more flexibility around when they complete it, as it doesn't require a concentrated time commitment.

They say that sharing is caring — and it's doubly true when you're trying to share knowledge, education and training through microlearning on social media.