Micro-Learning | Putting learners in charge of their training
It’s essential that your team’s capabilities are on par with your strategic growth ambitions. But often organizations face difficulties in achieving this.
So, how to accomplish this?
Organizations are increasingly choosing to empower employees by using a more learner-centred approach to workplace learning and development.
LinkedIn’s 2019 Workplace Learning Report reveals that more than 58 per cent of employees want to learn at their own pace depending on their personal requirements, needs and interests.
“Workplace fulfilment and personal development are becoming just as important as salaries and bonuses,” says Hannah Elderfield, senior behavioural analyst at Canvas8. “In fact, almost half of generation Y say they would consider leaving a job that doesn’t offer them learning opportunities.”
“In our Voice of the Workforce report, 50 per cent of employees who thought they needed to reskill. Only 18 per cent thought it was their individual responsibility,” says Richard Coombes, leader of human resources transformation at Deloitte. “With longer life expectancies, frequent job changes, an accelerating rate of skills obsolescence, new business models and changes in technology, this has to change. The balance of responsibility has to be shared between employee and employer.”
Deloitte’s 2019 Global Human Capital Trends survey, found that 77 per cent of respondents are leaning towards the development of the existing workforce over acquiring new talent. “This means organisations need to move to a new model for learning development, integrating learning and work,” he says.
This is why a learner-centred approach is so important.
As Hannah Elderfield, senior behavioural analyst at Canvas8 says: “If employees are able to decide their paths, they’re much more likely to be able to draw upon the resiliency and motivation required to achieve truly remarkable things.”
The trend towards micro-learning
According to Raconteur, disengaged employees, and the constant need to update skills during a period of technological change, is causing many challenges facing learning and development (L&D) professionals, and it is no surprise to see a trend towards micro-learning - packaging training programmes into bespoke, bite-sized chunks really the best way to upskill a workforce.
A recent report by global learning consultancy Kineo examined the learning intentions of 8,000 employees across 13 different industries, and found a huge gap between the quality of training offered and the needs of employees. Of those surveyed, 85 per cent said they struggled to access training in their workplace, with only 16 per cent of employees finding the learning programmes offered by their employers effective.
Employees want to take L&D into their own hands
Some 71 per cent wanted to choose when and where to undertake their own training, 68 per cent believed they would pick up skills faster if they had more control over their learning.
This is a view shared by James Cory-Wright, head of learning design at Kineo, who wants training professionals to “abandon formal learning structures”.
“Think of training as information and break it down into its most granular form. Then, present it as easily, clearly and accessibly as possible, in as many formats as possible so employees can access it on any device or at any time. In other words, deliver learning content in the same way it is accessed outside the workplace,” he advises.
There's always something new to learn and room to expand your knowledge
With the ever-evolving workplace environment in the digital era, it's more important than ever to stay relevant by keeping your professional growth continuous.
Micro-learning might be the most accessible, personalized way for employees to learn new skills in the digital era.
More measurable than day-long training programmes and more cost effective than allowing employees time away from their desks, micro-learning is seen as a way of improving employee engagement and skills in an era of constant disruption.
Our best learning practices using a number of intuitive platforms for easy and affordable access to quality content, as well as our revolutionary micro-learning Flashcard Decks and the Excel Mindset Training Academy online courses offer a portfolio of premier training and skill development.
Shaping the future of corporate education, management research and performance support solutions
Maximise the impact of corporate education for your organisation with our value-packed Micro-Learning Corporate Education Credits buying program
A purchase option that allows you to use over a 12-month period for any APU Corporate Education Services offering, as training needs arise.
Accelerate your digital transformation and solve pressing business challenges with our flexible purchasing options
Corporate Education Credits can be used for all aggregated targeted knowledge assets of a selected Business Theme designed to match a variety of interests and skill levels.
The Business Themes on our virtual classroom platform, address specific business problems or audiences, and feature ongoing automatic content updates. aimed at aligning with business goals and make them meaningful for employees to gain and maintain expertise in focused areas.
Alignment with human capital
It offers expanding opportunities to connect and explore ideas, as well as convenience, value and consistency to address your learning needs.
The corporate education material and Blended Learning Toolkits, are designed to support all levels of the organization – via blended learning programs Instructor-Led Training (ILT), Virtual Instructor-Led Training (VILT) and custom training courses- and can be adapted to support strategic business initiatives, on-demand department information needs and individual job roles.
A scalable solution for organizational learning
Our Leadership Development Pathways are designed to help organizations develop their managers and executives to be more effective leaders that drive results.
We help customers create and manage blended learning programs that combine internally created documents and our resources.
Corporate Education Credits can be redeemed for courses delivered by APU as well as by APU Authorised Corporate Training Partners.
As a subscriber to one of our Access Level Programs you receive discount up to 20%.
Online tracking allows for management of your Corporate Education Credits balances and future planning around your training needs.
Each business theme is composed of modules, and each module of section topics.
Because of the logic and sequence of the modules of business themes, they are being priced as a single entity.
The cost of each module is priced in Corporate Education Credits, and the Total makes up the cost of each Business Theme.
Each Corporate Education Credit purchased can be used anytime in a 12-month period from the date of invoice.
Corporate Education are available in Packets of 5 attendees, 10 attendees and Extra attendee Seats.
Prices quoted are subject to up to 20% discount as per your Access Level Program Subscription.
The Executive Coaching Bonus allows you to receive one complimentary hour of Executive Coaching for a member of your organization at the managerial level, to help address key behaviours, sharpen skills and enhance performance as to deliver sustained results for your organization. This complimentary consultation is made available to this Business Theme and can be an invaluable tool for any leader or manager.
