6 reasons why videos are the future of employee training

Technology is rapidly advancing and so are traditional training modules. These modules or courses, which used to have duration of 30-60 minutes, are now being replaced with brief, concise training modules which can be incorporated effectively in a firm’s training and development scheme.

The employee training courses divided into short modules that are easily absorbed by the employees of an organization on the go address several issues at once. These include time constraints, development time, ready user acceptance, effective development of reusable modules, etc.

Therefore, microlearning helps design LMS (Learning Management System) that offers better deliverables.  

Here are some more reasons why LMSes need microlearning:

1. It stresses on the importance of mlearning

It is hard for corporate learners to find time out of their busy schedule for a special training program. Dividing the whole training program into bite-sized segments of knowledge modules eliminates the need to spare additional time.

Instead of especially setting hours for a training session, the employees can access these small parts of their courses on the go say, when they are travelling or waiting at a doctor’s clinic.

This essentially meets the purpose of mLearning objectives, which emphasize on the access of LMS courses anytime, anywhere without being a constant burden to the employees.

employee training

Microlearning approach therefore ensures that the employees are allowed to take the course at will, anytime during the day instead of making them and from anywhere instead of being confined to a classroom and requiring their undivided attention.

 2. It ensures better response from the learners

Nobody likes lengthy training sessions, not even the trainers. Humans respond well when there is not too much pressure for learning new things. Small sessions help learners to consume and comprehend the new information fully. Moreover, the attention span of most of the learners is only about 30 minutes at a stretch after which, they start losing interest.

Having bits and pieces of information which last for only a few minutes (5-10 minutes ideally), ensures that the grasping power of the learners is retained. They no longer feel the need to stress their minds to the point of being saturated. This way, every time they can take up a short course module with a fresh mind and finish it with a fresh mind, instead of going through the module with an exhausted mind with overflowing data, which makes it difficult to process and retain information.  They can also respond and move on quickly to the next topic. This way the focus of the learner is maintained and the intended purpose of the training, which is to impart new knowledge, is not lost.


3. It supports traditional learning

Another definite advantage of adopting microlearning in the LMSes is that it goes hand in hand with traditional learning. Since activities in microlearning include short-term lessons, assignments and projects that can be completed within a short time-frame, it gives the learners the incentive to learn on a daily basis without the feeling of an information overload.


4. Learning in bite-sized module is more comprehensible

To ensure the productivity and effectiveness in any LMS (Learning Management System), minimize the content of the modules. This way, each module can be easily comprehensible for the employees without any sweat. All they need to do is to go through short sections or parts of the entire course at their own pace, without having to down huge chunks of data that are difficult to understand and retain.

Employee Training Fact – Read why your frontline staff will love videos!

 The key for a successful migration to microlearning is to identify the areas which can be divided into shorter modules. Once the course is separated into smaller modules, they need to be streamlined to form a smooth sequence which collectively defines the whole course. 


These shorter modules of the course boost the learners’ morale and keep them interested. This aligns with the larger objective of the LMSes, which is to provide knowledge and guarantee satisfaction to the learners.


        5. Modularization supports reusability

 Microlearning divides complex learning topics into modules with each module focusing on one particular objective. Such individual modules can be grouped together in a number of ways. For instance, there can be a variety of different modules with an underlying theme. This is how one module can be linked with more than one course. This saves development time needed to build training courses and also, to create customized modules.

It also indicates that the learners will experience flexibility in learning different courses. For example, if the same employee has already gone through one module of one course, he can skip the same module that is included in some other course, thereby saving time and effort.


        6. Cost-effective

 Dividing large courses into bite-sized modules, save development time to a great extend. Efforts required for the management of the courses is effectively reduced as less information required to structure in each module. Moreover, as each module is smaller in size, users can complete the course in less amount of time than a course with lengthy modules.

Since the modules are independently delivered, the cost of redesigning the course if need be would be lesser than that of the traditional, lengthier modules.

The transition required to move from a traditional 60-minute training session to designing microlearning LMS modules can be overwhelming. But with the right approach, this transformation process can be used to achieve a dynamic and effective LMS that ensures long term deliverables.


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