In our recent HR Challenges in the Philippines report, we explored the pressing human resource challenges that the country faces, examining why they have become obstacles for HR professionals, and the solutions that HR can use to tackle these challenges. One concept touched on in this report is microlearning, a strategy to improve the efficacy of learning and development in the workspace that is gaining traction with HR leaders.
What is microlearning?
While it’s gained recent popularity, the term microlearning is not a new concept. Its first published usage was in 1963 in the book The Economics of Human Resources, by Hector Correa. In the early 2010s, the term resurfaced (and was often used interchangeably with ‘nano-learning’) and was applied to learning processes in various industries.
So, what has changed? Why, if microlearning has been around for decades, is it only becoming a popular teaching tool today? The answer lies in our more advanced technology. Our modern devices and software applications facilitate easy and convenient microlearning, which can be applied to employees’ daily work routines with ease.
How can HR use microlearning?
You have probably taken part in microlearning without realising. Common applications such as Duolingo and YouTube and more make it very easy to indulge in short, regular lessons or courses on any topic of our choice. Similar to the way many language enthusiasts use 10 minutes of their day to practise a new language’s vocabulary, HR can apply microlearning to their staff’s learning and development programmes.
These can include diversity and inclusion initiatives, skills assessments and development, onboarding or training for new hires, or even studying for certifications (which may need to be assessed on a regular basis in certain industries). Instead of causing a bottleneck by launching comprehensive training workshops that take multiple hours out of a workforce’s days, HR can apply microlearning.
Use interactive tools such as surveys, quizzes, or video lessons to teach employees. These may only take a few minutes per day, but ensure that any individual can routinely elevate their skills or knowledge. Employees are also likely to participate in these bite-sized learning sessions, as they can be self-paced, tailored to their career needs or wants, and can encourage habit-building.
