Since COVID-19 pandemic, there has been a big shift in the way that we do our jobs, and more companies are beginning to allow their employees the option of working remotely. The value of e-learning and microlearning in training programmes has become more apparent as businesses adjust to this new environment. Let’s take a closer look at what makes these up-to-date approaches to education so valuable in today’s remote-work culture.
What is the difference between E-learning and Micro-learning?
E-learning, also known as electronic, online, or digital learning, involves learning via a computer or similar technology. Anything from a university’s virtual classroom to language-learning software on your smartphone falls under the umbrella of e-learning. The majority of e-learning offers comprehensive academic courses and job-specific application training.
Microlearning, on the other hand, provides short learning lessons that can be easily digested over time, making training accessible to employees for a longer time frame. It is believed that microlearning is better suited to the shorter attention spans of today’s learners. As a result, microlearning generally provides learners with more control over when and how often they learn.
How it affects our current and future workforce?
The Millennial generation, also known as “digital natives,” will soon account for half of the workforce. Combine members of Generation X and the up-and-coming Generation Z, both of whom are proficient in technology. When information or knowledge is presented through all kinds of digital platforms, it can be more quickly and easily managed. Their needs can be satisfied through individualised training, on-demand access, and casual settings. Because it satisfies these criteria, microlearning is the most effective solution for training important workforce employees.
1) It offers flexibility.
Employees who may not be physically present in an office can access training materials whenever they want, wherever they are, and on a variety of devices. This allows leeway for employees to fit any learning or skill development into their schedules, making it easier for them to balance their work and personal lives.
2) It’s affordable
E-learning and microlearning both have important advantages, one of which is their lower cost. Traditional training methods often include significant expense outlays for items like transportation, hotels, and printed materials. On the other hand, digital learning programmes may be created and distributed at a fraction of the cost, saving corporations and other organisations significant money.
3) It encourages collaboration.
Remote teams can benefit from the increased communication and collaboration enabled by e-learning and microlearning. Using digital platforms for real-time ideation, questioning, and feedback could help remote teams feel closer together.
4) It promotes continuous improvement.
E-learning and microlearning programmes can be easily updated to reflect changes in industry standards or company regulations. This ensures that workers always have access to the knowledge that is most pertinent and up-to-date.
In conclusion, organisations can maintain a competitive advantage through training programmes that incorporate e-learning and microlearning. By embracing these learning methods, organisations can inspire their employees to grow in a way that is more flexible, engaging, and cost-effective. What could be better than a more skilled and happier workforce?
