Microlearning and Mobile Learning: A Perfect Combination

by Rubi Ahsan Associate S.E.O Consultant

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Most modern businesses expect their employees to be flexible, adaptable, and agile. However, it inundated most modern workers with information and feel overwhelmed. The last decade has brought about an explosion of a myriad of communication mediums, such as email, instant messaging apps, and social media, all of which have led to distractions. They make mobile learning and microlearning for each other as they provide content that is small, accessible to end users anytime, anywhere, and in rich media, formats to make learning more engaging.

A 2009 Stanford study shows that the human mind cannot multitask efficiently. This constant and never-ending flow of information can leave the average company employee feeling overwhelmed, distracted, and impatient.

In this chaotic and fast-paced digital revolution, with limited training budgets, how does an L&D manager ensure that employees successfully engage in corporate learning?

Mobile Learning

We can define mobile learning as "the point where mobile computing and e-learning intersect to create an anytime, anywhere learning experience," but its uses and scope far exceed this simplistic definition.

According to Ray Kurzweil, an American author, scientist, inventor, futurist, and now director of engineering at Google, "Cell phones are misnamed." They should be called "gateways to human knowledge."

Size, weight, and power requirements always limited the growing popularity of mobile learning because.

Modern smartphones or tablets are portable and powerful. Their superior hardware, combined with high-performance operating systems such as Android and iOS, allows students to truly access digital content anytime, anywhere.

The Green LMS native mobile app produces minimal friction, and uninterrupted experiences for your employees when they need them.


Microlearning, according to Dr. Sydney Savion, Chief of Education Strategy at Dell EMC Education Service, is small, digestible learning delivered to students in short periods, regardless of whether the student is a customer or an employee.

A defining feature of microlearning is that it allows students to break down large, complex concepts into small, digestible nuggets.

Each of these "nuggets" of information has a very specific purpose and learning outcome.

Microlearning resources can be anything from simple text to a video, a few follow-up questions, or even a tweet or blog.

Some examples of work-related training include:

A quick tutorial on the point-of-sale system for new employees

An online library of three-minute videos that employees can review to complete a specific workplace task

A quick video followed by the launch of a new product or service

Here are some best practices on how to use a combination of microlearning and mobile learning to positively affect your training program:

SMART Content

SMART is the acronym for goal-setting and stands for Specific, Measurable, Attainable, Realistic, and Timely. We can translate this SMART concept to manage content compatible with microlearning and mobile learning.

Establish a clear learning outcome at the beginning of the course, and with microlearning, make sure it's not too complicated. Plan a learning aim per lesson nugget or module. Course creators should ideally side with minimalism by developing well-planned and digestible micro-segments.

There should be a focus on information that stimulates a student's "need to know" versus information that is "pleasant to know."

Technology-assisted microlearning with five to 110-minute exercises practiced daily to achieve a specific, manageable goal and available when needed should be incorporated into corporate training.

The Short and Visual Content

The great media philosopher Marshall McLuhan proclaimed in 1964 that the medium through which a message is experienced determines the user's understanding of the message.

When combined with micro and mobile learning, short and animated videos work especially well.

These short, powerful videos should be 2 to 4 minutes long while still being engaging and relevant.

Infographics can provide at-a-glance information that can be useful for summarizing the main points of longer training sessions.

However, static text-based content is still the most widely used microlearning format. These take the form of targeted information on PDFs and eBooks that can be accessed from all devices.

Learner Centric

According to a Deloitte study, the modern student can spend on average only 1% of their working week on professional development.

Microlearning courses will allow for personalized and personalized learning, especially for employees who need repetition and distributed practice.

Using their discretion, students can select relevant micro nuggets from a library of content for self-selection. A microlearning strategy with a hyper-focus on specific objectives can help business professionals solve self-identified skills gaps in a compartmentalized and focused way.


In corporate training, the use of targeted gamification in microlearning modules improves the quality of employee learning by increasing learning engagement.

Gamification increases training retention, while rewards, such as points and badges, promote training by increasing student motivation.

Micromini quizzes can augment - and gamified assessments as part of formal training and as performance support tools.

The Green LMS Gamification module can leverage the competitive nature of your employees, driving engagement in learning and retention of knowledge.

Repurpose existing content.

Many organizations have huge training libraries that can be repurposed to create up-to-date and relevant content to fit their updated microlearning curriculum.

For example, an hour-long training video can be broken up into a group of short mini-videos with clear video titles. These mini-videos can be combined into a learning aim.

We can assign pieces of microlearning to specific functions. For example, it can create modules that give customer service representatives easy access to knowledge to answer difficult customer questions about complex service products.

This will help L&D teams save costs by not only using existing content but repurposing it to make it more relevant to a modern workforce.

Green LMS has an intuitive course creation tool that makes it easy to add and manage content that will engage your students.


The standard models of using instructor-led classroom training and written exams are obsolete.

Modern mobile learning and microlearning techniques go hand in hand with the 70/20/10 learning model. This model states that students gain 70% of their knowledge on the job, 20% through interaction with peers, and only 10% through actual formal instruction.

Microlearning and mobile learning are no longer seen as just "trendy" buzzwords, but as practical approaches that should be future-proofed by all businesses.

Green LMS Learning Management System (LMS) combines formal, social, and collaborative learning with talent management to maximize employee performance, increase productivity and improve training ROI. Schedule a demo today to learn more about Green LMS.

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About Rubi Ahsan Magnate II     Associate S.E.O Consultant

2,976 connections, 100 recommendations, 10,329 honor points.
Joined APSense since, February 11th, 2013, From New Delhi, India.

Created on Dec 8th 2022 07:16. Viewed 390 times.


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