Not only do people increasingly need less time for their education, but they increasingly need more time to use mobile devices. Together with new technologies, companies have had to adapt to the capability models that the organization requires.
Micro-learning proves to be attractive to companies because it facilitates continuous learning. By delivering capsules containing short-duration and shaped containers in specific designs, one seeks to avoid training and abuse the skills of workers.
In order for micro-learning to be effective and consistent with methodological objectives, training must be avoided. Conversely, the user only sees that the information is being abused and will opt-out. Some tips to avoid this situation are:
- Develop programs that do not last longer than one hour, do not leave them longer than half an hour.
- Combine the format of the activities. You can use videos, texts, audios, for example.
- It is necessary to study the content and profile those who are being delivered in order to implement a correctly contextualized program.
- Establish a format for measuring the results of the format prior to the implementation of the program. – Offers additional tools to the program so that the user can inform in various formats.
In particular, micro-learning seeks that the user learns concepts through fun activities because the learning process is geared towards their objectives. Thus, these practices not only transform the way companies understand their employees, but also consolidate the compromise with continuous and adaptive learning in a dynamic and changing business world.
