If you have a problem that sounds like the learners are not completing the training module or training program, the company invested such a huge amount in and you are constantly under pressure to solve this?

To solve any problem, one must find and define the base of the problem. Here, the problem is not the learners but the type of program that has been served to them. If the course is not accessible on their desired device or the content does not feel relevant to their job, the workers will not engage with training. 

The two most popular training program formats in every industry right now are online training modules for employees and microlearning solutions, but what drives higher ROI and improves employee performance overall, which works for the company? 

What are online training modules?

An online training modules for employees and learners is a single unit of a program that contains content for only one specification. Learners and workers use this format to acquire specific skills through a single module instead of investing in a complete course. Modules store all the components that a complete program has, such as video lectures, notes, assessments, and tracking activities. 

Pros 

• Helpful for learning complex skills with the help of a detailed one-session plan

• Provides flexible schedules to learners to maintain their own pace. 

• Show detailed tracking of learner activities, making the analysis easier for managers. 

• Operates on a desktop, giving learners a bigger screen to focus 

• Have the leftover space be utilised with the incorporation of simulations and branching scenarios. 

Cons

• They have comparatively lower completion rates due to desktop access. 

• Each online training modules requires more than 30 minutes to complete. 

• This format is expensive to create or buy because of the detailing in the format. 

• Requires a constant, stable internet and technology access.

• Can feel boring to learners due to long sessions and the digital format. 

What is microlearning?

This type of learning format includes short lectures, usually 3 to 7 minutes long, along with short quizzes. It can only be accessed on portable devices such as smartphones, tablets, and laptops. Organisations or individual learners use this for gaining knowledge in tight schedules and on-the-job training. 

Pros 

• Higher completion, approximately 70% to 80%, because of short lectures. 

• Can be accessed anywhere and anytime on a smartphone. 

• Budget-friendly because the content is short and takes fewer resources to create. 

• Optimal for long-term retention, unlike online training modules for employees. 

• Can be updated in a short time through modular updates. 

Cons

• This method cannot help the learner in acquiring complex skills.

• The content is too short to grant any form of certificate. 

• Requires multiple sessions to learn one skill due to short lessons.  

• This method assumes learners know the basics and acts as a revision format. 

• Needs to be consumed in a sequence, or else the learner will get confused in piecing the content together. 

The Differences Between Online Training and M-learning

Based on the lecture duration

• The online training modules have mostly longer sessions in this comparison. An average lecture is around 15 to 45 minutes long. 

• For microlearning, as the name suggests, it has shorter lectures ranging between 5 minutes and 8 minutes at maximum. 

Based on completion rates

• The training modules for employees have low completion rates because of complex content and desktop access, around 30% - 40%. 

• Microlearning is mostly operated on handheld devices and has refresher content instead of skill development. These features drive higher completion rates, around 70% to 80%. 

Based on the purpose of training 

• These modules are primarily used by organisations for developing fundamental skills of the market and complex skills.

• Microlearning is mainly used for on-the-job training and revision of previous detailed training.

Based on the scope and certification 

• The online training modules are sufficient to learn one complete skill and earn a certification for your performance. 

• Microlearning is too short to provide in-depth knowledge to learn a skill, and that is the reason this format provides no certificates. 

Based on the time consumed in updating

• Online training modules for employees consume more time in updating because the complete module needs servicing. 

• Microlearning has shorter content length. Hence, it takes less time. 

Based on the operated device

• The module is generally accessed on a desktop, though it can be operated on mobile, with complications

• For microlearning, the first-choice device is a portable device such as a mobile or tablet.  

Based on the uses

• The modules are used for new learners, building complex skills, and earning certification.

• Microlearning is used for on-time learning, performance support, and refresher sessions.

When to choose microlearning 

Microlearning solutions work best for reinforcing knowledge long after training has been completed, on-the-job support, simple guidance-driven tasks for sustaining mobile workers, and when an organisation needs to update their training frequently; mobile learning makes it quick and efficient. 

When to choose online training modules 

The online training modules for employees and learners are used primarily for teaching a new skill from fundamentals, for understanding complex procedures, for leadership training, for onboarding-like processes, and for training that requires certification, like safety training and data privacy. 

What Works Best For You

Choosing either one of the online training modules or microlearning is not just difficult but also critical because the answer varies for different situations and learners. For some learners, the advantages of online training for employees might be enough to overpower disadvantages, while for others, it might be the other way around. So, the choice between these formats should be made after considering learners' needs, job demand, and learning capacity.