In large organizations, it is not uncommon to see large, complex courses being used to address large, complex training goals. While that might sound natural at first, what if only certain aspects of the training are relevant to any particular group of learners? Such a scenario can result in learners wasting time and money studying content that is irrelevant to what they are tasked with accomplishing. It is this problem that has led to the rise of microtraining. In microtraining, course content is “chunked” and grouped in a manner consistent with the specific needs of its intended audience. When done right, this bite-sized approach can be automated and deployed in a way that fully supports the training needs of even the largest organizations.
The benefits of microtraining in large organizations.
Microtraining benefits organizations of any size. With microtraining, you’re allowing your learners to focus on what they need to learn when they need to learn it. But the larger your organization, the more variability you are likely to have in your training needs and, in turn, the greater your need for a microtraining approach. Using microtraining allows you to:
- Easily repurpose micro-courses for multiple audiences.
- Support custom programs for departments or job roles.
- Simplify content management.
- Support progress tracking with courses that are easier to complete.
- Accommodate “bursts” of training that support learning in the flow of work.
- Easily index micro courses for search-ability.
Using microtraining in employee training.
Employee Training: two simple words that combine to create a complex challenge for training professionals. Employee training is a good example of where a microtraining approach can be beneficial. Consider all of the types of training that could fall under the category of “Employee Training”:
- Onboarding training
- Technical skills development
- Soft skills development
- Products and services training
- Mandatory training
And there are others.
Now consider the variety of unique audiences, requirements, methodologies, and goals you might find within and across any of those formats. For example, compliance training must be uniform and is heavily measured and tracked. Soft skills development tends to be more tacit and role specific in comparison.
Microtraining allows you to account for these different scenarios without compromising any of the others. In other words, instead of building training using the lowest common denominator, microtraining allows you to aim for maximizing impact. A well-designed online training environment can help you capitalize on your microtraining efforts in several ways:
- Guarantee consistency across all instances to ensure that everyone receives the same, relevant information and experience.
- Easily track and assess training completion no matter how many microtraining courses you’ve deployed.
- Offer Just-In-Time resources, providing easy access to information, reducing uncertainty, misinformation and error.
What you need to know to get started.
Even if you are convinced of the value of microtraining at this point, there may still be one question preventing you from moving forward: How do I get started? Starting a new endeavor often begins with asking the right questions. Here are some we suggest you consider as you prepare to implement your microtraining strategy:
- Who needs to be enrolled in which trainings?
- Who needs to see each learner’s progress?
- Is the training optional or required?
- Do they need to take it again – annually?
- How will learners be notified about the training?
- Is it a part of a larger program or stand alone course?
- Do your courses need to be accessed also as Just In Time training resources?
Building out a well thought out microtraining strategy and answering these questions supports setting up automation strategies – and that’s where the real micro training magic happens in a large organization.