4 Reasons To Use A Simulation In Your E-learning Course

By Deepak Gawas, Head- Partnerships at QuoDeck

Feel free to use this graphic as is anywhere, for personal or commercial purposes.

Advertisements

4 Essential Apps for Onboarding your New Employees

As we are stepping towards the future, the trend of paperwork is becoming a thing of the past and onboarding apps are getting popular for each step

Recruitment is the most important process for any business as it brings in people who shape the future of a company. Human Resource employees are responsible to help onboard the new employees, which is a crucial step for a new employee’s growth in the company.

So, the onboarding process should be taken seriously and most importantly, it should be efficient. The paperwork and formalities before an employee is inducted should be done in a timely fashion. There are multiple steps in the onboarding process.

And as we are stepping towards the future, the trend of paperwork is becoming a thing of the past and onboarding apps are getting popular for each step of onboarding.

So, here are 4 apps for onboarding your employees:

WorkBright: For the administrative processing

WorkBright offers a platform where a human resource personnel can speed up the process of documentation. It allows the new joinees to upload their documents directly to the app even before their first day at work. It also checks whether the uploaded documents are clear enough or not, and helps you send a prompt to the employee if it’s not clear. This can help an organization save a lot of money as they don’t need to hire a dedicated person for this job.

WorkStyle: For profiling

WorkStyle helps all employees to create a work profile, which can help other teammates to get to know each other professionally. With the details filled in the WorkStyle profile, employees can understand each other’s working preferences, timings and approach. This can easily smoothen the process of new employees blending with their new teammates and understand the work culture beforehand.

QuoDeck: For onboard training

Once the paperwork is done and you have created profiles for your new employees to help them understand the work culture, it’s time for onboard training. QuoDeck helps to create gamified training modules for your new employees. This method can be used to train your employees for their specific role or a general overview, which totally depends on your training principles. As most of the company trainings and onboarding is somewhat forced, so it directly affects the impact and effectiveness of it. This is where QuoDeck makes it more efficient. The gaming experience when transposed in the onboarding process attracts the employees and increases their retention. So, employees are able to gain much more out of the experience than a normal boring training session.

iAppreciate: For recognition drive

The last step for onboarding an employee completely is to have them feel they are recognised for the work they are putting in. This is where iAppreciate is a powerful tool to utilize. Statistics show that recognizing an employee’s endeavors will result in increased productivity. iAppreciate allows you to create a platform where employees can be congratulated for their efforts and goals. As everybody will be on this platform, it is easy to boost the confidence of the new employees and reap better results from them.

The above-mentioned apps are a great way to onboard an employee as they cover each and every aspect of onboarding an employee. As the modern technology is advancing with each passing year, it can very well be understood that the era of paper and slow onboarding process is gone and more HR professionals are relying on such applications to make the process faster and more efficient than ever.

By DQIndia Online

This article was first released on DataQuest

How QuoDeck enables enterprises to deliver game-based learning

QuoDeck relies on using gaming as a natural behavior of the learner to drive enterprise learning.

Experience indeed is the best teacher. Having experienced their share of boring mandatory trainings in their 15-year-old careers, Kamalika Bhattacharya & Arijit Lahiri thought something needed to be done about the kind of training which was literally being forced down the throat of employees. While a lot of this learning is needed as it a functional understanding, but the way in which it is delivered does not evoke any sense of excitement or feeling from the employees that it is being done for their betterment.

But over the last few years, people have picked up mobile as the primary device through which they consume content. So while people were clamoring for more content through new age formats on Google or Wikipedia, but somehow enterprises could not get into that mind shift. Enterprise learning remained very boring, stale, and desktop oriented. Says Kamalika, 

“That is when we thought that there was a need for enterprises to adjust to the new millennial generation used to consuming on mobile, in interesting and interactive formats.”

When the duo started looking at millennials, they realized that apart from browsing on social media, a large chunk of their time is spent on online gaming. A lot of these games were simple games like Candy Crush, Angry Birds which fall in the category of hyper-casual gaming. The duo started looking at how to marry these thoughts together and that’s when QuoDeck was born in 2010. 

QuoDeck is a SaaS product catering to the enterprise learning market, using interactivity and games to engage enterprise learners and use that to capture data, which in turn gets used to improve the learner experience and effectiveness. The product relies on how to use gaming as a natural behavior of the learner to drive enterprise learning. 

When the duo started looking at millennials, they realized that apart from browsing on social media, a large chunk of their time is spent on online gaming. A lot of these games were simple games like Candy Crush, Angry Birds which fall in the category of hyper-casual gaming. The duo started looking at how to marry these thoughts together and that’s when QuoDeck was born in 2010. 

QuoDeck is a SaaS product catering to the enterprise learning market, using interactivity and games to engage enterprise learners and use that to capture data, which in turn gets used to improve the learner experience and effectiveness. The product relies on how to use gaming as a natural behavior of the learner to drive enterprise learning. 

How does Quodeck enable enterprises to deliver learning

Kamalika believes that the thing with LMS is that they tend to think of themselves as just a delivery vehicle. They don’t give much thought to what content they put in it. But QuoDeck cares as much about the content as much as the format in which it is delivered to the learner. The platform has a delivery app along with multiple products under the same room-such as an authoring tool, an entire game library-so all the tools are embedded in this platform. 

Organizations can easily upload their content in predefined templates and create content in a simple way on the platform. All enterprises have to do is enter content in text and the product platform renders it in beautiful formats for the mobile app. The DIY platform is also enabled with big data tracking. 

The platform allows enterprises to create a pull-based learning.

So from gamification to game-based learning to storyline based games which can be used to create an entire course, the platform goes on to offer simple hyper-casual games; documentation simulation which teaches people how to do documentation- a big requirement in insurance, banking, pharma, and retail; conversation simulations which teach people how to talk by simulating a chat with a customer, which is used a lot for sales training as well as customer service training. Moreover, the full-featured platform can address a small company of 30 people to a large company with thousands of people with a complex environment. 

35 companies, half a million learners

The product which was released in 2014, has seen steady adoption in the four years hence. Today, the platform boasts of almost half a million users on the platform across more than 35 companies including global clients as well. This number is expected to grow to 600000 over the next 3 months on the back of the current deployments in progress.  Unilever, Star India, eBay, SBI Life, Aditya Birla Group, Axis Bank, are some of the companies which are big clients of the subscription-based SaaS platform. 

Kamalika attributed this growth to the fact that the product spans an entire gamut of what you could do with gamification to simple gaming complex gaming to create a pull for learning. Companies like Reliance, Unilever, Aditya Birla use the platform to train their ecosystem advisors such as advisor network, distributor network as well as their salespeople. Thus the platform is being used to deliver a level of impact which actually drives business for them and not just for training them. So effectively, she believes that QuoDeck counts with pretty much every LMS out there. 

The future of game-based learning

A report by US-based learning technology market research firm Metaari states that the worldwide five-year compound annual growth rate (CAGR) for Game-based Learning products and services is a robust 37.1% and revenues will more than quadruple to reach well over $17 Bn by 2023. While revenues will more than triple in all eight global buying segments surveyed in the report, over the forecast period, the corporate segment will see the maximum rise in demand, driven by the booming demand for pre-employment assessment and evaluation games.

Kamalika avers with this trend of the corporate segment poised to post the highest growth rate out of all eight segments. She adds that upwards of 50% of companies in the world are looking to change their existing learning systems. One of the main reasons they look to switch is because of the lack of interactivity and mobile capability in these systems. So gaming, mobile learning, social learning are the new trends which no enterprise can afford to stay away from given their audience has changed completely. Added to the fact that they are no more dealing with traditional learning problems anymore. With a globally scattered employee base, companies can no longer get their employees to sit in a classroom for learning. 

More so as the audience demographics changes to millennials, who live in a digital world, enterprises are starting to realize that very strongly that they will start to fall behind if they are not using digital means for disseminating learning. So they are moving from traditional learning to digital learning. This change is very much essayed by the fact that compared to 2010, when QuoDeck would have a hard time convincing companies of game-based learning, today it is no more a challenge.

Kamalika aptly concludes, “Moving away from traditional learning is more a question of companies coming out of their comfort zones. Gaming is no more as bad a word as it used to be anymore!”

By Shweta Modgil, Feature Writer with People Matters

This article was first published on People Matters

HR Tech and Startups in 2018: The year that was

How was the year 2018 for startups in the HR tech space in India when it comes to adoption and talent? Read on to find out.

December is a time to look back and take stock-where did we start from and where have we reached after 12 long months. And when the startups in the HR Tech space look back, they will mostly say it has been a good year. From the degree of adoption to the amount of funds flowing in, the startup space has generally seen an increased awareness around technology in HR. With the talks of AI, automation, technology dominating the whole year around, HR Tech saw a definite uptake both in India and globally.

So if in the first quarter, Degreed, a global platform for discovery, learning & certification of skills, made news by raising $42 Mn in a funding round, back home, in the second quarter, Indian corporate social responsibility and sustainability management technology platform, Goodera brought raised around $12 Mn. Similarly, employee focused HR tech app Hush also saw itself raising three funding rounds in the year, a major thumbs up for employee engagement apps. 

The space also saw major consolidations taking place in the HR Tech space this year. Globally, US-based job review and job hunting website Glassdoor was acquired by a Japanese human-resources and consumer-information provider, Recruit Holdings Co. Similarly, global consulting firm Mercer acquired India based HR tech startup Mettl.


Which brings us to the first trend in the space-awareness, fund flow, and consolidation.

A good year for HR Tech- more awareness, more funds

We talked to a number of startups in the HR Tech space such as game-based learning platform Quodeck, employee engagement startup Hush, sustainable credit provider SalaryFits, HRMS provider Zimyo, talent discovery platform Vyre, on-demand video platform Monjin, and Zeta which digitizes employee benefits, HR talent marketplace Noble House, among others.

Majority of the startups agreed that globally as well as in India, there has been a huge spike in interest and fund flow into the HR Tech space. 

Quodeck’s co-founder Kamalika Bhattacharya says, “There has been a marked increase in awareness for the need for technology-enabled employee engagement amongst the HR community and companies. For the HR tech startups that have kept up with the evolving needs of our clients, this year has been good, steadily moving up the value chain of the requirements for our clients.”

Most of the startups believe that the major acquisitions in India and globally point towards interest as well as consolidation in the space.

Kumar Mayank, co-founder of Zimyo believes that HR Tech startups had a great year in 2018. “From Recruit’s $1.2 Bn acquisition of Glassdoor to Mercer’s $40.5 Mn acquisition of Mettl in the Indian subcontinent, HR Tech is now drawing the long due attention it deserved. Incidentally, Mettl’s acquisition is not only one of the biggest HR tech acquisitions from the country but also one of the biggest SaaS acquisitions too thus making it the joker in the pack for drawing international investors’ attention to Indian SaaS startups.”

Ashutosh Dabral, Co-founder & CEO, Hush reiterated the same belief that it was a good year with multiple startups in the space raising one or multiple rounds of funding.

“This industry is poised to be a $400 Bn dollar industry so the funding activity reflects this assumption.”

Aye for adoption, aye for technology

The startups agreed that early-stage startups too have quite been successful in making inroads to mainstream HR with many of them raking in early customers and investments. 

Sudev das, co-founder, Vyre shared, “From an adoption perspective more organizations specifically the ones which are growing have a larger appetite to try out newer HR Tech solutions to support rapid business growth and efficiencies.”

This was reiterated by Kunal Kapoor CTO, Monjin who believes that HR tech is gaining importance in the era of skilling and tech-based recruitment and employee management services. 

Another major trend was that hiring has seen a big surge in adopting technology to screen and assess candidates. There has been an increase in off-premise interviews assisted by use of tech to shortlist resumes, online assessments, and video interviews. Similarly, there has been a significant uptick in interest shown by teams within large organizations and SMEs including startups for simple, attractively priced and quick to deploy Learning Management Systems. 

“More than hiring, we believe that companies are taking definitive steps to enhance engagement and productivity in the workplace as a retention tool,” says Guilherme Mota, Head of Operations, India, SalaryFits. 

Referral hiring has also become a preferred route but companies don’t find it easy to run effective referral programs, avers Ashutosh.

Then again, adoption of video in hiring, learning and engagement has significantly increased and will increase significantly in the next couple of years. This would be largely driven by Gen Z as we go forward. In fact, organizations from a hiring perspective will have to focus on Gen Z as they would significantly change the landscape of a workplace and drive change significantly as they become a part of the workforce. 

Hiring talent in the non-tech world will become a major focus for organizations across the board, adds Sudev. Consumer-facing roles will be in demand but the supply will always be shorter. The current way of hiring this talent will go through significant change. 

Moreover, recruiters will have to move beyond the traditional job board and platform sourcing to actually embed themselves in the real-life contexts of the candidates and attract them. 

This leveraging of technology will only ramp up as the volume and quality of data increases and AI improves. While awareness of AI and acceptance of AI in the HR Tech has increased, however, it would take a couple more years for us to see the real benefits of AI as systems and tech matures in the AI world

Challenges ahead: A dearth of talent, funds and market access

Notwithstanding how highly hopeful and happening the year 2018 was for startups and HR Tech, there are still many significant barriers they have to cross before they can scale greater heights of success.

For instance, hiring talent itself in the space is a problem. Mayank of Zimyo shares that it is becoming difficult day by day to hire quality talent. He revealed,

“We floated over 20 openings during the year, each carrying a 40%+ hike & ESOPs and yet we failed to generate good interest among potential candidates. Many of our partner HR Tech startups (from our HR marketplace) complained of the dearth of quality talent too; especially, at senior levels.”

The same thoughts are shared by Sanjay Lakhotia, Co-Founder, Noble House Consulting Pte who reiterated that a significant challenge for HR tech startups is a scarcity of talent in the market, across all functions, technology, sales, operations etc. He also added that price realization continues to be a big challenge for most HR tech startups.

Bhavin Turakhia, co-founder of Zeta feels that a major challenge with HR Tech companies is that the user interface has mostly not been built from the standpoint of easy adoption, which is what makes ready adoption difficult. The real challenge he feels is creating that HR tech mindset among companies where the goal of HR Tech is beyond managing operations all the way to empowering and enabling people to be their best. With that as an objective, the scope expands 10X for HR Tech. 

Unavailability of a ready-market they can sell their business to is another challenge, adds Mayank. For SaaS based HR Tech startups like Payroll or AI Chatbots, it is the lack of cloud adoption in the Indian subcontinent; for Niche HR Tech startups like Compensation and Benefits it is the lack of domain knowledge. Being enterprise solutions, HR Tech startups have to undertake a lot of shoe and leather cost to make every sale happen.

“While the market is there for the taking, quite a few of us in the HR Tech space find it difficult to get across to potential customers. We are not great at selling the product or even marketing or engaging customers. Even platforms which could help us do that are limited and very costly, adds Sudev.

The same is reiterated by Kamalika who shares that HR departments in companies face hurdles in getting business buy-in for tech products. A significant percentage of product/service acquisitions are led by the business teams rather than the HR team. Moreover, companies in India, view HR tech as a service rather than a product. This leads to delays in deployment due to discussions on feature additions and customizations. Ironically, companies still adopt an extrinsic motivation approach (reward vs punishment) as against intrinsic motivation approach (micro-learning, immersive experience, casual game-based learning), which hopefully should shift majorly in 2019.     

Then there are global big incumbents in this space and for startups, it’s difficult to build a competitor. So most startups are looking at working on niche areas that can make them an acquisition target for the behemoths, shares Ashutosh.

Interestingly, though the year 2018 saw a lot of funds pour in, yet the number of VCs interested in investing in HR Tech startups are still far and few.  Hopefully, the startups believe that in the next 1-2 years, HR Tech will hit the tipping point where investors users and businesses will invest significantly in HR Tech. 

For now, some feel there need to be more cost-effective platforms where Tech HR startups can come together meet learn and share experiences, where seasoned HR leaders, tech leaders, and founders come together on a regular basis. An ecosystem that supports startups at a fledgling stage would be more than helpful in the current scenario. A little guidance in sales and early client acquisition would go a long way for the startups. 

While technology (AI, video, automation) will definitely push up adoption and increased interest from both buyers and investors up the ante for HR Tech startups, we will have to wait till 2019 to see if the dreams and hopes of HR tech startups will materialize. 

By Shweta Modgil, Feature Writer with People Matters

This article was first published on People Matters

Why being labelled a ‘female entrepreneur’ irks me

‘My central belief has always been that it doesn’t matter whether I’m a female entrepreneur or not – entrepreneurship is a truly non-sexist role.’

As an entrepreneur, one of the things that I get asked constantly is what it means to be a female entrepreneur in an otherwise male-dominated business landscape. Honestly, it can mean many things – exemplifying aspirations other women can and should have, providing true equal opportunity in our workplace for women, weaving a narrative that more accurately represents women in business and so on.

But honestly, my central belief has always been that it doesn’t matter whether I’m a female entrepreneur or not – entrepreneurship is a truly non-sexist role. It is a realm where ideas, potential and capability are the only things that matter, not my gender or background. I’m not a female or male entrepreneur -I’m simply an entrepreneur.

Goals are relentless and don’t leave room for much else

Just like a sprinter runs towards the finish line with nothing else in mind than crossing that ribbon, as an entrepreneur you focus on your business goals with as much clarity. Only, when one race is done, there’s another waiting around the corner and another and another.

While sprinting that hard and fast, it does not leave any room to focus on anything but the goal. When we first started the business, my co-founder and husband ran the business while I brought home the bread for many years. We weren’t playing traditional roles at that stage, and it was really about getting to a place where the business could afford both of us.

There’s a time and place to fight the fight

At the start of our entrepreneurial journey, when we were struggling to keep the lights on, it never occurred to me to fight the good fight. As a bootstrapped startup, our entire focus was on survival to the exclusion of everything else. Having that clarity taught me that there is a time and place for everything. Not every problem permeates everything you do. Ensuring we had a women-friendly workplace in terms of amenities we could provide, became a focus much later in our journey, because earlier we just could not afford to do so.

Like a typical garage startup, we started in a warehouse in the industrial area of Mumbai, and restroom facilities were terrible. Women in our team, including me, found it especially hard. Therefore, when we could afford a better office, our first criteria was ensuring restroom facilities were stellar.

Even today, I don’t know if we focus on this aspect hard enough, but I like to think of us women as cactus trees. Put us in the harshest of environments and we’ll still find a way to survive and thrive. My team is full of women, and I respect them tremendously. They are every bit the entrepreneur I am.

Other people care more about this label than I do

Women comprise 11% of all entrepreneurs in this country, according to NASSCOM. While this may seem like a very skewed statistic, to my mind, every woman who supports an entrepreneur is one in their own right. Just because you’re not called one, does not mean you’re not one. It’s the reason most successful entrepreneurs talk about family as their inspiration and always acknowledge the role they have played in their success.

Therefore, to me this is just a label and somehow other people care about it a lot more than I do. Most people think that being a woman means you have a point to prove, about women being equal or better. But to me, glass ceilings are a fading truth. Investors, customers and colleagues are only looking for good returns, service, & growth. As long as that comes through, the world cares less and less about the gender of the person achieving that.

With a woman, most people worry about coming across as ‘sexist’ or ‘not sensitive’, sometimes an unavoidable label for expressing very simple opinions. More often than not, people go the extra mile to avoid coming across as sexist, but that may be harming more than it is helping. Assuming that women aren’t able to hear it straight is doing them a tremendous disservice.

What’s not to hate? Labels are inherently disrespectful

Labels categorise you in a limited sphere. It encourages preconceived notions and biases, which can ambush you in situations you least expect them to.

Just like in the beginnings of the suffragette movement, women who were involved were labelled ‘troublemakers’, today the rhetoric that has been setup ensures that whether you are a believer or not, you are viewed with some wariness. Women tend to be approached softly, and as entrepreneurs not often given their due when labelled as ‘female’ entrepreneurs. In other words, the rhetoric is resounding loud and clear in every room you enter.

Sometimes deserving startups led by women, struggle to get taken seriously or face the brunt of un-intentioned apathy. A label itself is disrespectful, and being a ‘female’ entrepreneur, when you’re working with the same set of variables, to approach a problem, this is clearly baggage you can do without.

By Kamalika Bhattacharya, CEO & Co-Founder at QuoDeck

This article was first published on YourStory

10 best practices to implement gamification

Gamification is not a magic lamp. It won’t solve your problems overnight. But if you plan and use it well, it will serve its purpose.

Here are the 10 best practices which you can use while implementing gamification.

1.Identify the success criteria: Define success i.e. what you intend to achieve through the activity. It is important to know the parameters of a successful outcome. Without having a clear cut desired result, you can’t find out whether the activity was successful or not.

2. Consider alternatives: Always explore the alternatives. DO NOT jump the wagon. Many a times, people ignore simple and effective learning solutions just because they find a new trend catching up. Use gamification only if it makes sense and will add on to the activity. If you think the alternative is much more effective, use that!

3. Creating a tie-in to business needs: Any activity has to tie-in with the business goals. Make sure the gamification also does. Do not use gamification just to make your content interesting. It has no value if it does not push your business forward.

4. Create a story/context: We all love stories! Develop a story around your gamification activity. Tell people the context. Give them a purpose, a reason to interact with your content. Tell them why they are earning points, saving someone or conquering something.

5. Use science to advance learning: Remember the 2 mantras – Spaced Retrieval and Retrieval Practice. Spaced retrieval helps a learner retain access to the memorized information over long periods of time because it promotes a deeper understanding of the learned material. Retrieval practices encourage a learner to recall information rather than simply re-read or re-listen to it.

6. Make scoring and winning transparent: Make scoring easy! The learner should know how his actions are related to the scores. So, he will know exactly what he needs to do in order to be successful. Also, try different scenarios. Make sure you have covered up all the possible issues that could arise when a learner is doing the activity.

7. Keep the rules simple: Really simple! Avoid complexity. Always provide a tutorial so that the learner can learn the rules beforehand and perform better. This will also help you prevent any kind of frustration that a learner might develop due to lack of knowledge of the rules.

8. Keep leaderboards small: No one is really interested in the world rankings unless he’s up there. Keep the leaderboards customizable and personalized. The learner should be able to see his position, his friends’ position along with the top 5 performers.

9. Use levels and badges appropriately: Give the learner a goal and the number of levels he will need to complete before the learning is over. Badges can be tied to either levels or enabling objectives. Badges are also a good way to show off your prowess to your friends and colleagues.

10. Test your game before you release it: It is a good way to find flaws, cheats and shortcuts that you might have overlooked. Human Beings are the most creative and lazy people imaginable as we look for a better/faster way to achieve the same result.

Let us know if you have any more points to add to the list.

By Deepak Gawas, Head- Partnerships at QuoDeck

5-step guide to kick-starting your digital strategy for sales training


Digital learning is a shift that sales trainers need to get behind as quickly as possible. Designing a good digital strategy can make a big difference to whether your sales training program succeeds or not. Let’s talk about how to get started with implementing a great digital sales training strategy

Every sales trainer needs to have an effective digital strategy for reaching and training their workforce. In the sales segment, this is even more important, because every day that salespeople physically spend away from the field being trained, means another day that sales are not being done. So, reaching them through digital means can ensure that they are focused on what matters to the organization – generating business.

Most sales training follows a blend – a combination of classroom training, mentoring & coaching and digital learning. If you already have a mobile learning strategy in place, then your digital strategy can be delivered right into the hands of your learner. Earlier, the blend of 70:20:10 between these strategies was recommended, however, because modern audiences are much more digitally savvy, this blend has been moving more towards 50:20:30. This means 30% of your workforce’s learning hours will be spent on digital learning that you need to put out.

Is that a terrifying thought? It shouldn’t be! Let us take you through these simple 5 steps to kickstart your digital sales training strategy. 

  • Find a digital delivery platform – A good digital delivery platform is half the battle in your digital strategy. Look online and you can find some pretty exciting platforms that can help you rocket your digital strategy to the stratosphere. The criteria you need to be judging them on are the mobile experience they offer, how easy it is to update and put out your content and how data gets tracked. Check out Docebo, QuoDeck, Grovo, and Litmos.
  • Collate your existing content to get started – You don’t need to create content from scratch to launch your digital strategy. Get started with your presentations, documents, existing videos and even audio podcasts and put them out on your digital platform. You can create as you go along, but to begin with, your existing material should power your first month of learning, so that you can focus on driving consumption.
  • Launch with a mandatory program – The most important milestone when you launch your app is getting your learners to download it. It’s always a good idea to start with a mandatory test or course that your learners are required to go through. Remember to launch with content beyond your first course, so that if learners finish the course and want to go through something else, there is content for them to consume.
  • Fresh content every day – Make sure that you have something fresh to send out every day on your platform. Even if it just a quick 5-question quiz or a nugget of information in the form of a social post, make sure that there is activity on your platform every day. If you can keep this up long enough that your learners get into the habit of checking into the platform every day, you are home free.
  • Track data to understand what your learners like – Your digital platform can give you data on what your learners are consuming more of. Track the kind of courses or media that are most popular. You can figure this out by checking two data points – the amount of time spent and consumption levels across your learner base. If any of your learners like this kind of content and they spend a lot of time on it, it’s a good sign that you should do more of it.

Once you’ve kick-started your digital strategy, and gained some momentum, start leveraging your digital platform’s content creation tools to put out more interactive content like games and story-based courses.

By Kamalika Bhattacharya, CEO & Co-Founder at QuoDeck

What is Micro-learning?

Micro-learning is learning presented as short and focused nuggets of content. Content can be in multiple forms including text, images, videos, etc. Micro-learning presents only as much content as required for learners to achieve a specific learning outcome. With today’s workforce comprising of Generation Z and millennials, it is particularly valuable in corporate learning.

Micro-learning solves learning problems that plague today’s workforce

The training that your learners experience, whether in the form of workshops, ILTs or online courses on your LMS, are mostly long-form. As a result, learner gratification usually happens only once on course/workshop completion. Also, because the attention span of the audience you talk to is short, as little as 5 minutes, their interest in long online courses often wavers causing understanding and retention to suffer.

With the help of micro-learning nuggets, you can attack both these problems. These provide gratification in shorter intervals and prevent learner demotivation. Also, since their length is usually kept below 5 minutes, learner attention does not waver either.

Benefits offered by micro-learning

Apart from just solving problems for the learner community, micro-learning offers multiple benefits to individuals who own learning or training of teams.

a. Just-in-time learning

Micro-learning can be accessed on mobile phones, LMS permitting, without using up too much data. With content being available on their handiest device, your learners can access it on-demand. These micro-learning online courses can thus act as ready reckoners and prove helpful on the job.

b. Autonomy

Millennials needs more autonomy than any other generation. Allowing them to consume relevant content, as and when they choose to, drives motivation as well as interest. Additionally, this gives them the feeling that they can chart their own learning paths. Learners thus apply their learning in their daily lives and often look for content that they can consume. This reduces the pressure on learning managers as content does not need to be pushed as much as earlier.

c. Varied forms of learning

Micro-learning principles demand concise and to-the-point information nuggets with focused and compact objectives. Using various forms such as games, videos, infographics, eLearning and m-learning, it can help create specific content with effective training outputs. Along with this, micro-learning content also helps achieve content interactivity and learner engagement.

d. Advantageous for small teams

Micro-learning offers key advantages to small teams, groups or departments. Given their small size, setting up a micro-learning mobile app is easy and affordable. This can be used for achieving smaller but important milestones that a department may have set for itself.

When should you use micro-learning?

It is important to consider two aspects while applying micro-learning strategies – business aspect and learner needs.

Here are some things to consider while using micro-learning:

a. What technology will you use?

Micro-learning’s success largely depends on how easy it is to access. If a learner cannot easily and quickly find content that she is looking for, it is likely that they will not spend any effort to access it again. Not all LMSes handle micro-learning well. It is important that your LMS deploys these courses easily and tag the learners to help them find what they need. The LMS needs to be accessible on mobile as well.

b. Who are your learners?

It is crucial that you know your learner profile before you design a micro-learning course. While micro-learning can be effective across all generations, younger learners or learners who are more technologically savvy may be more comfortable using these than those who do not use digital devices frequently.

To conclude, micro-learning is the best learning strategy for the Gen Z and millennial workforce. Not only can it be engaging and effective, with the right approach to creation, it can be entertaining too.

By Shruti Shinde, Head- Enterprise Origination at QuoDeck