This is a Presentation on future learning that works hand in hand with mobile learning.

1. ● Introduction: What is microlearning and how does it differ from traditional learning
methods?
○ https://www.td.org/talent-development-glossary-terms/what-is-microlearning
○ Microlearning refers to delivering knowledge through short pieces of content. This
is effective in enhancing the learning performance. It was explained that
microlearning consists of short, fine-grained activities that are loosely coupled with
microcontent (Dolasinski & Reynolds, 2020). In contrast to longer in-person or
virtual forms of training and professional development workshops, content
delivered though microlearning can be grasped quickly while incorporated within
the job workflow. One main aspect of microlearning is that it focuses on one to
two specified learning objectives. A content piece of microlearning should not
exceed a range of 7 to 15 minutes.
● The benefits of microlearning for learners and organizations.
○ Microlearning provides a new teaching paradigm which can allow knowledge and
information to be divided into small chunks and deliver it to the learners.
Microlearning can make the learning subjects easier to comprehend and more
memorable over time.(Mohammed et al., 2018)
○ One of the notable features of micro learning is that it can usually be accessed
on-demand when the learner needs them (Mohammed et al., 2018)
○ Micro-learning is performed in short time bursts; • Micro-learning requires little
effort from individual sessions; • Micro-learning involves simple and/or narrow
topics; • It’s fun and engaging. It makes the user always be updated; • It’s casual
and informal (www.digitalpromise.org/microcredentials dated on 10/10/2015); •
Micro learning is a way to solve the problems that educators and trainers of today
deal with. There are a few main advantages such as continuous updates,
multitasking, getting interactive, staying alert, pocket benefits, and blended up. It
is a daily learning process. Mobile learning and daily learning go hand in hand,
which allows the user to learn anywhere and anytime.(Mohammed et al., 2018)
○ Microlearning is effective because learners apply the skills they’ve acquired
before they lose attention, thus improving knowledge retention. This is also
referred to as real-time learning.
○ Mobile learning is hand in hand with microlearning as it allows the user to acquire
knowledge anywhere and anytime.
○ Improves the retention of knowledge because learners apply the skills learned
within the workflow.
● How to design effective microlearning modules for different types of learners.

2. ○
● The role of technology in delivering microlearning.
○ An important aspect of Web 2.0-based microlearning is active participation of
learners in the process of co-creation and distribution of microcontent.
○ Social media software- Social software brings together learners with different
prior knowledge, interests and learning goals through emergent social practice of
social networking, collaborative writing or social tagging. Microlearning supported
by social software enables not only short and flexible formats or rapid delivery of
content, but also social interactions based on that content. This aspect is also an
integral part of online communities, where learners connect as they create,
aggregate, share, use and re-purpose content, including smaller content chunks.
● Microcontent as input and output of microlearning can be created and used in the
transition from learning communities through communities of practice to learning
networks, bridging the gap between formal and informal learning (Kuhlmann & Sauter,
2008)
● Forms of Microlearning
○ Short videos
○ Reals
○ Pictures
○ Other examples include self-paced e-learning, games, blogs, job aids, podcasts,
infographics, and other visuals.
○ Lesson-based podcasts/webcasts
○ Training simulations
○
○
● Examples of successful microlearning programs in various industries.
○ Google
○ Cisco
● Best practices for incorporating microlearning into an existing training program.
○ From the e-Book
■ The Design of the microlearning should not exceed the certain necessary
length
■ Start by Identifiying the main idea and the learning goals
■ Think about incorporating practical exercises and simulations
○ From the other website -
■ Use gamification techniques to turn your microlearning courses into a
‘game’ per-se. It gives your employees a feeling of achievement and
satisfaction on completing a goal.

3. ■ Enhance your microlearning modules by including attention grabbing
elements like videos and quizzes.
■ To boost knowledge retention, include a short review or quiz at the end of a
series of microlearning modules for employees to review what they’ve
learned.
■ Create microlearning materials that can be accessed via any device,
especially on smartphones and tablets.
■ Use videos of experts answering specific questions, PDF downloads,
infographics, digital guides, interactive diagnostics and more.
○ The future of microlearning and its potential impact on education and training.
■ To sum up, significance of microlearning as a valuable mode of learning has
been acknowledged across the board. It would be apt to say that
possibilities, modes of delivering microlearning content are virtually
endless.
■ However, majority of experts observe and concede power of
microlearning and how significantly it can complement formal
instruction. But they also believe micro and formal instruction
will continue to co-exist in the ever evolving elearning world.
■ https://blog.zipboard.co/the-future-of-microlearning-
25b4117348ba
● The psychology behind microlearning and why it works.
○ The dimensions of micro learning are content, duration, process and learning
type.(Jomah et al., 2016)
○ The learners are different interms of the level of their cognition, and microlearning
is efficient in that it can be tailored according to their needs
○ .https://elearningindustry.com/examples-of-microlearning-corporate-training-
boost-learner-engagement-performance
● Strategies for measuring the effectiveness of microlearning.
○ Knowledge application -Are employees practicing the skills they have learned in
the microlearning program?
○ Has the speed and efficiency
○ Is the knowledge delivered reflected on the quality of the work done?
○ Are there less errors and mistakes compared to before the learning?
○ What kind of qualitative feedback is noticeable from clients?
○ https://elearningindustry.com/measuring-impact-of-microlearning-with-employee-
performance-metrics

4. More Microlearning is required in the following fields
1. Special needs
2. Blind or visually impaired
3. Some languages learning like arabic language.
4. Quran teaching (Islamic religious text)
Future aspects of microlearning
1. Design Micro, Personalized and Flexible Learning Paths
2. Blending microlearning and macrolearning - Use Micro to Invite People to Longer
Learning
3. Go beyond Mobile-Friendliness - Think Mobile First!
4. Stick to the main idea
5. Visuals make more impact
Global courses that require months of deep immersion are increasingly being replaced
by microlearning or point-by-point training. Artificial Intelligence and chatbots are part of
such decisions. They can ask what users are looking for and offer content in response
to the request.
Another technique that allows you to connect small educational modules in
microlearning into a single system is educational artifacts. During the classes, students
can work on creating some material objects that will become a reminder of the training
at the end of the course.
Another important feature of microlearning is maximum mobility (i.e., the ability to learn
at work and/or to implement remote learning).
References
● https://www.td.org/talent-development-glossary-terms/what-is-microlearning
● Dolasinski, M. J., & Reynolds, J. (2020). Microlearning: A New Learning Model. Journal of
Hospitality & Tourism Research, 44(3), 551–561.
https://doi.org/10.1177/1096348020901579
● Microlearning: Bite-Sized Content. (n.d.).

5. ● Mohammed, G. Q., Wakil, K., & Nawroly, S. S. (2018). The Effectiveness of Microlearning
to Improve Students’ Learning Ability. https://doi.org/10.24331/ijere.415824
● Jomah, O. S., Masoud, A. K., Kishore, X. P., & Aurelia, S. (2016). Micro Learning: A
Modernized Education System. DOAJ (DOAJ: Directory of Open Access Journals).
● https://whatfix.com/blog/microlearning-examples/
Some of my ideas
1. Microlearning for communities of practice
2. Microlearning for special needs or visually impaired
3. Microlearning
Microlearning is a modern approach to learning that involves delivering knowledge through
short pieces of content, which can be easily incorporated into job workflows. Microlearning
focuses on one or two specified learning objectives, and content pieces should not exceed 7 to
15 minutes. This type of learning provides a new teaching paradigm that allows knowledge and
information to be divided into small chunks and delivered to learners, making it easier to
comprehend and more memorable over time. Additionally, microlearning can be accessed on-
demand, requires little effort in individual sessions, and involves simple and narrow topics,
making it engaging and enjoyable. Microlearning is effective in improving knowledge retention
because learners apply the skills they've acquired before losing attention, thus improving
knowledge retention.
Technology plays a vital role in delivering microlearning. Social software brings together
learners with different prior knowledge, interests, and learning goals, enabling not only short
and flexible formats but also social interactions based on that content. Short videos, reels,
pictures, self-paced e-learning, games, blogs, job aids, podcasts, infographics, and other visuals
are some examples of microlearning.
Google and Cisco are successful examples of microlearning programs in various industries.
Best practices for incorporating microlearning into an existing training program include
identifying the main idea and learning goals, incorporating practical exercises and simulations,
using gamification techniques, enhancing microlearning modules with attention-grabbing
elements like videos and quizzes, including short reviews or quizzes at the end of a series of

6. microlearning modules, and creating microlearning materials that can be accessed via any
device, especially smartphones and tablets.
The significance of microlearning as a valuable mode of learning has been acknowledged
across the board. The potential impact of microlearning on education and training is significant,
and its possibilities for delivering content are virtually endless. The psychology behind
microlearning involves content, duration, process, and learning type. Learners are different in
terms of the level of their cognition, and microlearning can be tailored according to their needs.
Strategies for measuring the effectiveness of microlearning include knowledge application,
speed and efficiency, reflected knowledge, and feedback from clients.