Today’s workforce is increasingly dispersed, on the go and hungry for immediate information. To meet the needs of the modern learner, organizations must design and develop accessible and adaptive learning solutions in short, snackable bites. Mobile devices provide a convenient and secure way to distribute information at the time of need, regardless of location.
By utilizing mobile devices as a training delivery method, organizations can provide employees with a performance support solution that elevates engagement and drives behavior change. Mobile learning allows employees to take learning into their own hands and provides just-in-time support when it matters most.
SECURITY OF CONTENT
When deciding to use mobile devices for training delivery, there are many organizational concerns to consider: security of proprietary content, union regulations, accessibility, keeping content up to date, speed and connectivity.
Despite the noted concerns, mobile learning is a secure way to distribute training resources. With greater confidence in mobile delivery, organizations can more effectively deliver key learning through microlearning, gamification and adaptive learning.
When embarking on a mobile learning initiative, organizations should form a partnership with a mobile learning provider that understands the importance of security and has a background in developing training solutions for high consequence environments. Training organizations should have peace of mind that their proprietary content is secure from the development phase all the way to consumption.
SNACKABLE CONTENT
Microlearning is about getting specific about training objectives. It is not simply taking classroom or web-based content and breaking it into smaller pieces. Microlearning “snackables” are short learning bites that focus on the most critical objectives – the specific information that an employee needs at the task level – without all the training program fluff.
By deploying microlearning through a mobile device, employees are able to snack on exactly what they need, which may include viewing examples, interacting with real-life scenarios, as well as reaching out to coaches for real-time support. Learners can also access short videos, animations, interactive PDFs, job aids or even fun games that drive performance on the job.
Having access to content that is pushed directly to learners can essentially take a 9 percent knowledge retention rate all the way up to 60 percent by practicing some key skills or principles. Through ongoing touches and reinforcement, training becomes a learning experience rather than a standalone event.
STRATEGY MATTERS
Effective training starts with an effective strategy that aligns training objectives with business goals. Developing microlearning snackables requires targeting objectives on a micro level while being mindful of the “macro picture.”
Having a clear vision of what the organization is trying to affect is a critical component of developing a training strategy that works. Whether it’s maintaining necessary compliance or improving safety and product knowledge, learning and development must identify business outcomes and design training to meet those objectives.
BUILD EPSS INTO TRAINING
An Electronic Performance Support System (EPSS) is a software solution that helps individuals perform a given online task or function, or improve productivity and performance. By building an EPSS into training, every component in the system is focused on efficiency, accuracy and improved performance on the job.
We all know how vital it is for employees to follow approved procedures and policies, and perform to specific company standards and technical specifications. With volumes of information rapidly available through an EPSS, in a simple to use, responsive menu-driven system, the chances for consistent performance improvement are greatly increased, and repeated failures become a thing of the past.
TIPS FOR EFFECTIVE MICROLEARNING
When developing microlearning content, here are a few tips to keep in mind:
Focus on the big picture. When structuring content in a micro format, it must also serve a macro purpose. What behaviors do you want the learner to manifest? What skills and tasks should the learner be able to perform on the job? These are questions that should be answered prior to designing microlearning.
Keep length in mind. Microlearning videos should be five minutes or less. Learners want to get straight to the point and they have little time to waste on overly complicated messages and irrelevant information. The content should be broken down to the task level to hone in on the specific information relevant to the learner.
Make content searchable. There is little point in developing training content that cannot be accessed or found by learners. Having convenient search capabilities and adding metatags can help learners find content more quickly. They should also be able to get to the micro bite in as few clicks as possible. After three clicks, the learner is less likely to continue searching.
Use the right medium. Whether it’s video, gamification or an interactive PDF, training must be designed and distributed in the most appropriate format. Training professionals must identify which method will be most impactful for the expected outcome. For example, if the point of training is to reduce mistakes on the job then creating a game that simulates the real-world environment and asking the learner to perform critical tasks might be more beneficial than a linear video.
MOVING FORWARD
Today’s business world is fast paced and on the move. A mobile learning solution can help connect a mobile workforce with the information they need, when they need it most. Through short, snackable bites, employees can essentially snack on content in the palm of their hands. The time is now for organizations to invest in learning solutions that provide secure delivery of content for real-time performance support.