It is essential to measure skill improvement to stay informed of the progress of your organization. When organizations attempt to measure skills, they often are only able to assess short-term knowledge retention, abandoning long-term. Here’s where microlearning comes in.
Microlearning provides users with an alternative option to absorb as much information they are exposed to as possible. It works by breaking down course content into small, bite-sized chunks where modules are between 3-5 minutes. Information is released in strategic bursts, known as spaced repetition, whereby knowledge is exposed to learners in intervals, in order for them to absorb and retain more knowledge in a shorter amount of time.
So, the question remains. How can employers measure long-term skill improvement? In this article, we will discuss possible solutions for this exact problem.
1. Peer Learning
Peer learning is a unique feature offered by a good authoring tool, such as that of EdApp. It refers to the ability for learners to add videos and visuals to existing lessons for their colleagues to see. This allows for employees to learn from each other, encouraging their participation and boosting their productivity. By watching videos of employees’ putting their learnt skills into practice, their competencies can be seen by all, highlighting areas of strength or potential gaps in learning. This ability is an example of visual confirmation, whereby role play is enhanced by technology.
2. Practical Application of Skills
Microlearning provides on-the-job-like training as microlessons can be progressed through at anytime, anywhere. This means that valuable work hours are not jeopardised for time set aside for training. The interactivity of microlearning requires learners to physically apply skills that they will need to successfully perform in their roles. Due to these exercises replicating real-life scenarios, skills competency can be recognised and assessed by employers.
Gamification encompasses the incorporation of gaming elements into serious course content. These include point scores, leader boards, star bars and real prizes. The strategy is widely-employed and, if successfully executed, significantly boosts employee engagement in learning and productivity in the workplace. The interactive nature of gamification forces employees to willingly participate, gaining a sense of intrinsic and extrinsic motivation along the way.
4. Skills Assessments
Skills assessments are essential for measuring skill improvement when executed effectively. Spaced repetition is a strategy utilised by various authoring tools, used to deliver repeats of content in calculated intervals. EdApp’s spaced repetition approach is called Brain Boost, used to counter Ebbinghaus’s Forgetting Curve. The Forgetting Curve is a visual representation of the rate the human brain forgets new information. It is a known fact that the average human brain cannot withhold more than 3 new pieces of information at any given time, which is why it is pivotal to feed the brain only what it is able to remember.
5. Social Learning
The ability for learners to teach others is one of the most effective ways for people to learn. They are able to share real-world examples of what they are explaining, meaning that they are actively applying their learnt skills to their daily roles and responsibilities. Skill improvement and competencies can be assessed in instances of social learning, examining what employees are strong in, and where they need some extra learning.