Exploring the Potential Value

of Microlearning in Induction
Training –
An Action Research Study
Work in Progress 14 May 2019
 Research Objectives
1. Gain an understanding of potential challenges employees face
when transitioning to new employment.
2. Explore employees’ experiences with the existing induction
training.
3. Determine whether induction microlearning lessons might
improve the transition experience as part of a blended
learning programme.
 Literature Review
While previous research has
Induction considered the value of digital
learning in induction, there is a
Microlearning scarcity of research that
explores the specific form this
learning might take.
Methodology - Action Research
▪ Change
▪ Collaborative
▪ Cyclical
 Research Methods
Cycle One Cycle Two
Document Analysis, Revise Framework
Questionnaire
Build Resource
Build Framework
Pilot
Focus Group
One-to-One Interviews
 Instructional Design
https://sineadlawton.weebly.com/reso
urce---design--development
Getting
Started
Data Analysis
 Findings and Discussion
Available on demand
● Feelings of anxiety, feeling 'at sea'
● Relying on busy colleagues
● Time available/twiddling your thumbs
● Eager and interested
● On demand access could alleviate this

‘the beauty of this is that it is accessible anywhere’

 Findings and Discussion
Short bursts of learning
● Information overload in face-to-face training and training
support materials
● Short duration of microlearning a positive
● Appeal of knowing it will be short in advance
● Too much content would still be overwhelming

‘you can commit to five minutes, you can’t to half an hour’’

 Findings and Discussion
Media-rich and interactive

● fun and engaging

● motivating

‘I like that there was real variety’

 Findings and Discussion
Self contained and self directed

● Focused nature of lessons

● Accessing lessons all together
● Going back to it

‘I would definitely go back in and look at a couple of things that I

needed to look at again, you know, you’re free to do that.’
 Recommendations
1. Interviews with managers
2. Learning analytics to monitor which microlearning lessons were
accessed most and least frequently
3. Tracking of questions asked through the ‘email a question’
button at the end of each lesson
4. Inclusion of a chat function with the microlearning lessons on
the organisation LMS to enable learners to interact with one
another from their first week of employment.