3 Savvy Ways For Micro-Learning Deployment In Blended Learning

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It is necessary that the microlearning modules have to be delivered in a right way to make an impact on blended learning strategySmiley . microlearning is one of the best training strategies for employees because it delivers learning to them when and where they want it and these short bursts of information can be accessed by learners at their convenience. 


However, how is Micro-Learning deployment achieved to ensure that it reaches learners? 

Microlearning modules is used to deliver the latest information and updates quickly and easily when information is updated and improved. These updates can be sent out through social media, videos, or interactive content so that your learners get access to the latest information. As microlearning fits well in a blended learning strategy that’s why it is the preferred way of learning today. We will have a look at three ways to deploy microlearning to enhance your blended learning strategy. 


a) Mobile Devices 

The feature of microlearning allows it to be deployed on every type of device, including mobile  phones. Nowadays, every employee possess mobile phones and tablets so it becomes easy to deliver microlearning sessions on their devices. It is beneficial for organizations as mobiles means cutting down the cost of delivering the course through the classroom or lengthy courses, while maintaining a high level of engagement. By delivering micro modules on mobile devices,it ensures to fit well with your blended learning strategy. After a training session the mobile device can also deliver answers to questions, summarize the topics, and note down important points or displays graphs and images related to the session. Mobile devices are the perfect thing to deliver microlearning modules for better performance support because employees always have these devices with them.


b) Mobile Apps 

Another effective way of microlearning deployment are mobile apps. In this learners can learn anytime and anywhere even offline where there is no need of internet connection. The major advantage of these mobile apps are they provide just in time information when the learner is at work increasing the usage at the time of need. The mobile apps provide the facility of pushing content on the go and help enhance performance. In a blended learning strategy, mobile apps are the best thing to deliver pre- and post-assessments for a formal training session. They can also be used for practice sessions and reinforcement after a formal training session.


c) Social Media for Micro Deployment 

In today’s world, social media has changed the way we receive information and also how we share it. Employees are always connected to their social media accounts, so it is an ideal way to deliver a microlearning nuggets in the form of video or a tip. Social media and microlearning can be a potent combination and can  add a powerful impetus to the blended learning program. Both social media and microlearning can give learners a personal learning experience because they are not part of a formal learning environment and are accessible to learners at the time of their need and on multiple devices. Microlearning can increase the effectiveness with the use of social media features such as chat, comments, like, and share. 

Using the above three ways for microlearning deployment, it will definitely  enhance your blended learning program and make microlearning a powerful part of it.


6 Microlearning Trends For Every Training Manager Should Know!

Microlearning is rapidly emerging its trend in the corporate learning space. Though this learning strategy has been around for a long time, the advancement of mobile technology and the rise of mobile learning have fueled its rise to the place of the Learning & Development in the recent past. Every year as the microlearning becomes more universal, new trends and opportunities emerge for global organizations to leverage. Let’s explore the top trends we can expect today about microlearning. 

Microlearning and Increased Focus on Mobile Learning:

Microlearning adoption exists in three key industries- retail, finance, and manufacturing. As per the study of the International Labor Organization, 80% of global workers are desk-less. This says that they are in need of a flexible training method that can fit perfectly into their busy work culture. Mobile learning could be a better choice as they can experience ‘on the go’ training that can be accessed by them anytime, anywhere according to their convenience. The demand for mobile learning among the modern workforce has facilitated the integration of microlearning and mobile learning, thus offering learners a short and focused learning solution. 


Microlearning and Gamification: 

A study has found that 90% of corporate learners prefer training that is fun and engaging. Gamification plays an important role in driving learner engagement in corporate training. By infusing gamification with microlearning, employees get an opportunity to play short games on mobile devices as part of their daily training. This is done because the game-based elements help you to ignite the competitive spirit in learners. You can also embed gamification elements such as scores, points, etc. Evenly distributing short extract of gamified assessments throughout the learners training program helps check knowledge retention periodically and offer needed learning interventions. 


Microlearning and Artificial Intelligence: 

Adapting artificial intelligence in microlearning helps to make an online course digitally smart. Since microlearning assets are available for every single learning objective of a training program, a large number of them are available on LMS. When the learner is in immediate need of a personalized just-in-time solution, it can be an overwhelming mind-blowing for them to manually pick the right microlearning asset. They need a solution where they can quickly serve learner’s immediate need, reduce their training time and increase productivity. 


Microlearning and Social Integration: 

Pairing up remote workers with peers in other locations will help your employees combat workplace loneliness. You can quickly develop a video, poster, infographic or PDF document with the learning content relevant to the remote employee’s daily work. If it is developed using social learning online platforms such as WebEx and have discussions. This online collaborative approach provides opportunities for improving engagement and participation of employees around the globe, thus addressing their social needs. It also helps them benefit from the experience, knowledge, and skill of their peers and enables them to stay updated with the latest industry trends and requirements. 


Microlearning and Fine-Tuned Analytics:

This emerging trend is being largely adopted by forward-thinking organizations around the globe to assess the impact of online training programs on learning. Learning analytics helps organizations assess the status of microlearning within their company. In the microlearning context, learning analytics will help you answer questions such as was the microlearning asset used, how frequently was it accessed, did it help learners to transfer their knowledge into performance, and more. You can also drill down the analytics to individual learners to look at how they are performing.  


Microlearning and Augmented Reality + Virtual Reality:

If your organization is planning to improve learning effectiveness among employees millennial, an immersive and experimental learning experience is necessary. Microlearning is proven to make learning effective and appealing for modern learners who are hard-pressed for time and Augmented Reality (AR) and Virtual Reality (VR) strategies can be considered as an added advantage to microlearning. 

Therefore, it is said that microlearning as a trend will continue to flourish in the coming years.

Train Your Employees To Be Cyber Aware With Micro-Learning



Regardless of company size, whether big enterprise or small, Micro-learning has been proven to increase security awareness and retention. Being the victim of a cyberattack is a real, potentially devastating threat and thus it has never been more important to arm employees with proper security education and training. 


Businesses cannot blame their employees for a breach if they didn’t prepare them for the possible threats properly as it’s common to view employees as the weakest link in an organization’s security defense. So this raises the question of How can you properly prepare employees? Discussing the best practices of cybersecurity in the long hours meeting can be tedious and ineffective. And when there are so many tasks to do, there simply aren’t enough hours in the day to complete long training sessions, nor will employees retain all of the information they need to learn. This is where micro-learning takes place. 


What is Micro-Learning? 

The concept of providing relevant, targeted and tailored training with the overall goal of memory retention and behavior change is known as MicroLearning. When it comes to cybersecurity, micro-learning can be aimed at providing employees with the perfect tools that are necessary to spot a threat without burning through the workday. With the help of this targeted approach, employees can become well-versed in whatever topics organizations would like to focus on, in just a fraction of the time. Micro-learning is considered more effective for the long-term, especially when approached in a repeated and ongoing trend. The microlearning training is also self-paced, meaning employees can start and revisit modules based on their schedule. 


Human Beings = Human Error

Cybersecurity attacks are a result of a company not training its people appropriately. Human beings are prone to error and when it comes to cybersecurity, one wrong click can be dangerous. This arises the need for companies to provide more cybersecurity training to their employees. Cybersecurity should be a priority companywide. It is also important for organizations to remember that not all employees are the same and the basic understanding of cybersecurity can differ. Also, cybersecurity knowledge can be tailored by training, based on the department to make them more relevant and successful. 


The Return of Micro-Learning

It’s important to understand that the results of micro-learning and security awareness training will not be immediate, but there is an overall and cumulative benefit to businesses bottom line. After all, training and education take consistency over time to change behavior.  

Not only is a micro-learning approach to security awareness training great for employee awareness, but its implementation makes the organization far more secure and prepared for any cyber threat they may face in the future. 


The Ultimate New Employee Onboarding Checklist

Have you ever been hired for a new job and felt nervousness and excitement leading up to your first day? And then, you have arrived on your first day of work, fill out a bunch of paperwork, someone shows you to your desk and introduces you to a couple of coworkers, and then you are sort of just left to fend for yourself. There are some simple things that you can do to combat the expense and struggle of employee turnover. The first thing is the Onboarding. 


Research has found that 69% of employees are more likely to stay with a company for at least three years after experiencing a great employee onboarding. Onboarding programs may differ slightly from employee to employee, there are certain fundamental components that are universal in nature. To make things easier a handy checklist helps you use it to get your new employees up to speed quickly and set them up for retention and ongoing success right from the start. 


Before Day 1 

Before Day 1 is called pre-boarding, and it is a great way to really set the stage for positive new employee experience. It also helps to save time and make the regular onboarding process go much smoother. 

  • Gather and provide all necessary paperwork
  • Ask your new employee to review the company handbook
  • Prepare a workstation.
  • Set up all necessary tools and equipment, including a computer/laptop, printer, access to required software, internal systems access, etc. 
  • Create new company email address. 
  • Provide helpful material to help the new employee become acquainted with your organization, such as an org chart, a detailed job description, company policies 


Day 1

On day 1 your new employee is scheduled to begin work. It is necessary to have the following tasks and documentation ready to go. This will ensure the transition faster and more efficient. It’ll also make a better first impression on your new team member.

  • Prepare the rest of the coworkers for the new employee’s arrival to welcome him or her.
  • Set a welcome meeting (lunch is a nice touch).
  • Provide a tour of the office, including important areas, such as bathrooms, break rooms and where to locate other colleagues should the new employee need support.
  • Schedule a 1:1 meeting with new hire’s direct manager. 
  • Assign a mentor and ask him or her to schedule a time to meet with the new hire ASAP. 


Week 1 

Day one is important but to keep the momentum going and make the new hire experience a more successful one, use the first week of employment to do the following: 

  • Set up any necessary training as quickly as possible.
  • Check and verify that all required paperwork has been completed.
  • You can assign the first project to your new hire employees.This ensures new employees to feel like they are also a part of the team and enables them to settle in and begin to become comfortable in their role.
  • Review your employee performance and that way set specific goals for month one.
  • Ask for feedback or questions and any concerns.You can have open the lines of communication right away. 


Hence, studies have shown that the more you invest in making new employees feel comfortable and confident during the first year, the more likely they’ll be to stay on for the long haul. 

Micro-Learning Fosters Employee Retention And Delivers Value

One of the main focuses for an organization is to make sure they are providing the best services to their clients. For HR department a benefit program is one of the key priorities for taking a wise move in employee onboarding. Other HR functions include executing retention, performance and engagement programs. 

The right plan can help to tackle all three concerns by improving the employee experience, which begins with onboarding and continues throughout the development process. Most of the HR departments are desperate of getting solutions from foster learning. In many workplace organization, there is a lack of leadership programs and scarcity of resources to improve skill sets are some common concerns. 


Consider your clients, they also face the same challenges. To have an impact in this area , an organization must understand HR needs. Time is restricted, so deliver solutions that impact the range of HR priorities, including learning and development.  

HR departments need more time to:

  1. Focus on other initiatives which includes employee learning
  2. Keep up with the trends to communicate, educate, and engage the employees and also
  3. Make sure the content and learning options support rather than interfere with their job responsibilities.


This is not about eliminating traditional classroom training, but classroom learning events can no longer be the default learning option for companies. According to Chris Anderson (TED.com) an employee can sit for the training session maximum for 18 minutes. The key to corporate training in the 21st century is ‘performance support’. It helps to provide learning resources to your employees at the moment of need. Big MNC have taken the concept of the Learning Management System and delivering those resources on the micro-level with required job skills training. 


Think of the concept like filling a bucket with a cup. One cup may not seem like much but as the employee learns and applies new skills, the bucket fills and he or she gains two valuable take-aways that is first, a strong foundation of a concept and second, the system becomes performance support if in case the employee forgets something or needs remediation. The just in time micro-modules focused on performance which helps the learner gain confidence and masters his or her role. Learners can get access to tools at the moment of need and are aided by a manager who is executing a structured development plan which is tailored to the role and the employee’s specific strengths or gaps. Continuously focusing on employees development sounds like a no-brainer but the best efforts take time and attention. Therefore it is said that engagement and performance are driven through development and support. 


Today’s HR departments carries a variety of tools with them from learning management systems to apps that deliver guided walk-throughs but deliberate planning and execution are the keys to build learning and development programs that attract and help to retain top talent – HR’s primary challenge today. Hence, at the end of the day you are creating a stimulating work environment where employees feel valued and supported.