To ensure that microtraining is productive and not hamper the ability of the worker to learn during work, it should make the fundamental assets available openly and effectively whenever necessary.

FREMONT, CA: Corporate training & development in the conventional sense is often seen as meeting based learning that an employee has to follow whether during working hours or off-hours. While this more compartmented L&D method has its advantages, we see that microtraining has undeniable benefits.

Microtraining can be a two-minute clip, a basic training manual on an employee’s desk, or an introduction to using a new platform. These are different ways to prepare someone without distracting them from the job.

There will be L&D skeptics who request that company L&D can only take place in a meeting room and with a trainer and other students. But what they do not realize is that in their everyday life, they are already experiencing microtraining.

Just as companies are moving to a digital transformation, L&D is also utilizing technological power. In reality, L&D is easier for all stakeholders to manage and reduces corporate learning time constraints.

Technology has made it easy to gamify L&D. Whether buying from a dedicated provider of a gamified platform or just creating a ‘leader board,’ to check which employee has completed most L&D modules, you don’t need to spend the whole year’s training budget for gamifying training.

Globalization and social digitalization could offer workers a range of advantages, but it means more rigid margins for companies and fierce competition. This means cutting expenses for survival. Whether face-to-face, virtual or hybrid, learning is a great method for retail starters, decreasing turnover and improving efficiency. Although a considerable amount of financial investment is required, the profits can compensate for the costs.

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