The world has changed. Mobile technology has revolutionized every aspect of human life, be it personal or professional. With almost everyone having access to mobile devices these days, as well as smartphones and tablets getting cheaper with time, these devices are being increasingly used to teach and develop skills in corporate employees. Mobile learning is not a trend in learning and development (L&D) anymore, it is a necessity.
The reason behind mobile learning and mobile workforce management becoming a necessity is that the modern employee has adopted smartphones, tablets and laptops as the preferred device to consume content, with smartphones coming out on top. This helps organizations to directly deliver learning to employees anytime, anywhere, which ultimately increases adoption of learning programs. Another predominant reason for mobile learning to make a permanent place in employee L&D is the fact that if used correctly, it has the ability to keep employees engaged, and thus increase absorption and retention of knowledge. However, herein lies the problem. A number of corporate organizations do not know how to use mobile learning to its full potential.
In this article, we will discuss ways corporate organizations can use mobile learning to engage their workforce, and make their learning and development programs fruitful.
This should come as no surprise as mobile learning and microlearning go hand in hand. As a matter of fact, microlearning is another digital learning approach that is here to stay. The modern employee’s attention span has dwindled, and thus they want short and concise content that does not take any longer than 3 to 5 minutes to consume. Anything longer fails to hold their attention, and thus fails to engage them. Microlearning modules are a maximum of 5 minutes long, and are created for the sole purpose of keeping employees engaged while they learn. Combined with mobile learning, employees can get bite-sized pieces of information anytime, anywhere. This works great for a quick-revision of complex concepts, as well as just-in-time learning before the application of learned concepts.
2. Video-based Learning
Another digital learning approach that pairs up perfectly with mobile learning is video-based learning. You see, the video format is the most preferred content format these days, and it is precisely because it can be accessed easily on mobile devices. Content in video form engages both the faculties of sight as well as sound, and thus offers no distractions to the person viewing them. However, employees have a short-attention span these days, as mentioned before, and thus, organizations must make sure that when they create videos to teach their employees skills or concepts, that they are not too long. Combining mobile learning and video-based learning with microlearning can offer great results, with no video being any longer than 5 minutes.
The third and perhaps the most engaging digital learning approach that can be combined with mobile learning is gamification. Using game elements like points, levels, badges, leader boards etc., in mLearning modules, organizations can effectively gamify learning, engaging learners and increasing the completion rates of their courses. Modern individuals love playing games on their phones and when they can access learning the same way, it gives them an intrinsically motivating factor to do so.
4. Social Learning
Another thing that engages individuals during learning is to able to communicate with their peers while attempting courses. Combined with mLearning, social learning can be used to create courses that require collaboration and teamwork to be completed. Organizations can build a chat option into their courses in order to make it easy for employees to communicate. Gamification can be clubbed with social learning and mLearning as well, creating multi-player (or multi-learner) gamified courses that can engage a number of employees at once, while increasing collaboration as well as retention.
The power of mobile learning lies in the flexibility it provides learners with, as well as the fact that it is a versatile technology which can be combined with a number of useful digital learning approaches as mentioned above. But that is not all. Organizations should never stop experimenting with combinations of useful technology, as you never know when you might hit something that could be a new spark in the digital learning revolution.
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