Page 16 - Occupational Health & Safety, November 2017

TRAINING
Microlearning: Training for the Millennial Generation
Part of the appeal of microlearning is that it can be administered just-in-time and just enough. And it makes learning an ongoing process.
BY CLARE EPSTEIN
The landscape of tools at a training manager’s disposal is growing and evolving as technol- ogy rapidly develops. The Millennial genera- tion is entering the workforce as baby boom- ers and even Gen Xers age and retire. The e-learning and safety training communities are discussing “mi- crolearning,” a fairly new concept that is allegedly a more efficient and simplistic way to train employees, improve workplace safety, and better accommodate a changing workforce.
What is Microlearning?
One microlearning session aims to teach one particu- lar lesson, in a brief amount of time. In a sense, it is similar to a Google search: a quick answer to a specific question. As described in the name, microlearning is much shorter than traditional training, with ses- sions typically ranging between 2 and 5 minutes. A microlearning training course that runs longer than 5 minutes risks violating the core concept of focusing on one specific learning objective. Microlearning may take various forms, but course developers typically design courses in rich media formats, with video de- signed for easy access via smartphones being the most common. Courses include learner interaction, such as a brief quiz or follow-up discussion with an instructor, and provide reference documents and other outside items as additional resources.
How Can Microlearning Be Implemented for Safety Training?
Most formats of microlearning are easily accessible via smartphones, tablets, and desktop computers. Or- ganizations can deliver courses at precise moments, or in an on-demand format.
Microlearning’s single-concept approach allows it to complement traditional training offered for stand- alone topics or as part of a series. For example, a two- day personal protective equipment training session cannot be condensed into 5 minutes. However, this training topic could be broken down into multiple mi- crolearning sessions on hearing protection, footwear, and so forth.
Part of the appeal of microlearning is that it can be administered just-in-time and just enough. Imagine a team of construction workers whose tasks for the day requires the use of a ladder. Managers could send a microlearning training session containing ladder safe- ty tips to the workers’ smartphones before they climb
the ladder. The session would be brief enough to avoid interrupting the work schedule but thorough enough to provide a refresher on safe practices to avoid inju- ries. If offered on demand to workers, microlearning can foster learner autonomy. For example, it would be unnecessary to administer a session on operating a forklift every time one is used. Yet if a worker hasn’t used a forklift for some time, a 2 to 5 minute micro- learning session accessed via their smartphone pro- vides a perfect refresher. Employees can seek training on their own to meet their current needs.
How is Microlearning More Effective?
At the time of publication, OSHA has not issued an of- ficial statement on microlearning. However, it should be noted that OSHA’s official “Resource for Develop- ment and Delivery of Training to Workers” states that organizations should take into account different em- ployee demographics and learning styles when select- ing a training delivery method.
Traditional learning is often an intensive, one-time event that covers multiple concepts at once. Yet the psychologist Hermann Ebbinghaus found that with- out repetition, more than half of new information is forgotten one hour after receiving it, and 80 percent is lost after one month. Microlearning combats this by making learning an ongoing process. Refresher training that is less time consuming can be re-admin- istered more frequently for better retention. Addition- ally, by focusing on one concept at a time, learners are not overwhelmed attempting to retain multiple top- ics. Microlearning’s varied formats and accessibility makes it learner-centric, meaning it is more flexible to meet individual learning styles.
Why Does It Matter for the Future?
BLS predicts Millennials will be roughly 45 percent of the workforce by 2024. This means organizations will soon be pressured to make unprecedented ac- commodations for employees who grew up with rapid change, instantaneous exchange of information, and exposure to six newspapers’ worth of data every day. Microlearning delivers training in a manner that keeps tech-savvy Millennials engaged and through media with which they are comfortable.
Clare Epstein is a Vice President of TRA, Inc. and over- sees IndustrySafe Safety Management Software. https:// www.industrysafe.com/
16 Occupational Health & Safety | NOVEMBER 2017
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