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Microlearning refers to short forms of learning and consists of short, fine-grained, inter-connected and loosely-coupled learning activities with microcontent (Lindner, 2006; Schmidt, 2007). For Buchen & Hamerlmann (2010) microlearning facilitates self-directed lifelong learning, as short activities can be easily integrated into every-day activities. Small learning steps with small chunks of information can be used for learning in-between and on-demand. In this way microlearning enables individuals to stay up-to-date in today’s knowledge society and offers a viable supplement to more time-consuming and formalized modes of learning, such as classroom courses or web-based trainings.
What is not Microlearning?
- A new concept.
- Learning in a small-time span (i.e. 2 minutes).
- Learning in a video format.
- Chopping content into small pieces.
- Performance support.
- A single “one-dose” solution: In most cases, it’s part of an array of learning solutions.
Benefits for learners
- It’s targeted, concise, flexible, and learner-centric.
- It’s easily accessible (multimedia).
- Allows for immediate feedback.
- Facilitates collaboration, contributions, and sharing.
- Foster knowledge encoding, retention, retrieval, application, and transfer.
Benefits for organizations
- Can be easily updated, reused, and repurposed.
- Enhances employee motivation and retention, increasing productivity.
- Enables faster impact on desired results/objectives.
- Reduces employee time away from work.
