Microlearning is one of the most important trends in human resources and workplace training today.

Delivering short bursts of information to the user; whether the aim is to refresh skills that are already present, offer a knowledge boost or provide completely new information. From simple tasks, such as copy, pasting and filling cells in Microsoft Excel, to performance management and business written communications, microlearning gives users the opportunity to learn at their own pace, with relevant content, targeted specifically to them and their personal style of learning.

By implementing microlearning into graduate training programmes, new hires will be able to develop their commercial skills in a way that is most suited to them.

Benefits to graduates

Graduate training programmes are the perfect way to settle new employees into the business, and in most cases, into their first experience in a professional working environment. Getting hands-on experience in their chosen sector will include a number of assignment and tasks to complete, with an objective to teach them the essential skills they need to eventually become a fixed member of the workforce.

Taking the first step onto the career ladder, straight out of higher education, whether it be sixth form or university, could be overwhelming to some graduates.

While concentrating on the larger tasks, it can be easy to dismiss the smaller, but still equally as important, skills.

Therefore, microlearning provides an excellent solution for them to master the smaller tasks, in their own time, while allowing the employer to track their progress.

Learning on-the-go

According to recent reports by comScore, Millennials have an average attention span of between 5-6 seconds. Therefore, creating complex, lengthy learning programmes won’t usually be as effective and the user is likely to lose interest.

This means that by incorporating microlearning into graduate training and development programmes, there is a much higher chance of the information being digested, retained and put into practice. This doesn’t necessarily translate to Millennials and graduates being unwilling to learn, with another study from the Bersin by Deloitte Future of Corporate Learning, stating that 22% wanted further learning as part of their employee benefits package, meaning incorporating microlearning into their graduate training programmes demonstrates support for them to succeed in their new role.

According to Similar Web, mobile drives 56% of all web traffic as opposed to 44% continuing to access the net via desktop. And with 1.1 billion tablet users worldwide, accessing the internet from mobile devices has never been easier.

As well as graduates being able to access courses from their iPad, microlearning comes in the form of blog posts, podcasts, videos, quizzes or flashcards.

Increased efficiency

Microlearning focuses on specific learning outcomes, tailor-made to suit the industry and a number of objectives. Due to the nature of the learning process, which is delivered in short, easy to digest pieces of information, microlearning replaces the need for courses that last for a number of days and require time away from the office, resulting in more time being used much more efficiently.

This reduces the amount of time and money needed to be spent on sending graduates away on training courses when it can be done simply from their phone, tablet or laptop.

By allowing the user more freedom and flexibility when it comes to microlearning, the likelihood of them completing the modules is much higher.