It is evident that microlearning has taken the lead in recent years. The increasing demand for training among mobile workers in all industries and the growing need for skill-based, results-oriented training are the main factors driving the growth of the microlearning market.
According to a research report titled “Microlearning Market by Component, Organization Size, Deployment Type, Industry and Region – Global Forecast to 2024,” published by MarketsandMarkets, the global microlearning market is expected to grow from $1.5 billion in 2019 to $2.7 billion in 2024, at an annual growth rate of 13.2%.
What’s Happening in the Business World?
Corporate training programs are undergoing a transformation in their learning methodologies, giving priority to those that offer greater flexibility to learners. They are also focusing on providing a learning experience through various activities that are more interesting and engaging. Ultimately, companies are interested in adopting training methods that are directly aligned with a learning objective, focusing on specific skills or compliance understanding.
The Scientific Perspective
From a neurological standpoint, repetitions and reviews are integral to the transfer and retention of knowledge in our long-term memory. Repetitions become more feasible when content is divided into small, quickly consumable modules. Some research suggests that microlearning increases the efficiency of transferring learning from the classroom to the workplace by 17%.
Therefore, microlearning not only allows the mind to take a break from cognitive overload but also simultaneously develops more effective long-term learning and memory. On the other hand, eLearning has always struggled with return on investment (ROI) and measuring learning impact. Microlearning, given its nature, can generate instant ROI and measurement.
If a company is developing microlearning modules internally, it also benefits because microlearning is quicker and more cost-effective to develop and update. It can be used in companies for various purposes, such as induction programs, training on corporate policies, technical content learning, business process learning, or performance support, among others. It can be used as a standalone module or combined with structured learning. The key is that it allows for learning flexibility and employee autonomy, fostering a fun environment and a culture of continuous learning.
