#Pilot testing

[solarpunkbusiness]

The production of low carbon, plant-based insulating blocks by agricultural workers from farm materials could help to support rural economies and tackle labour shortages, experts believe.

A major new study will test if the materials, for use in local construction, could lead to a “Harvest to House” system of building.

The University of Exeter-led study will show if small-scale farmers could diversify into making sustainable building materials for use on their own farms, or for construction in the local area. This could also benefit their own businesses, communities and the environment.

Arable farm workers in the region will be involved in the small-scale trial of a manufacturing process. Researchers will explore the human, environmental, and infrastructural barriers and opportunities for production through working with farmers and farm workers.

A short animated, visual ‘manual’ of the pilot manufacturing system, in an accessible and easy to digest format that can be readily shared and referred to by time-pressed farmers and workers, as well as people outside agriculture.

The project is part of the Ecological Citizen(s) Network+, led by The Royal College of Art, the Stockholm Environment Institute (SEI) at the University of York and Wrexham Glyndŵr University, as well as a range of partners from industry, charities, culture and civil society.

//Ed's note: What they're doing is designing a social-economic-environmental intervention that attempts to address a number of complex problems simultaneously. Its a business model innovation also to see if small farms can also make sustainable building materials in their offtime as an additional source of income. Note how in all my African and Asian stories, social enterprises usually include farmers in their business models but this is a first in the UK and Europe I'm guessing to think about these things in a holistic socially oriented community-centric manner.

[maxlearnmicrolearningplatform]

Launching a Microlearning Initiative: Strategies for Success

Launching a microlearning initiative for the first time can indeed be overwhelming. The promise of delivering concise, engaging, and effective training in short bursts is appealing, but the reality is that successful implementation requires careful planning and understanding. One of the main reasons microlearning initiatives fail is poor planning and implementation, often stemming from a lack of proper understanding of what microlearning can and cannot do. Additionally, many organizations approach microlearning with unrealistic expectations, hoping it will be a catch-all solution to their training problems. This guide aims to provide a comprehensive overview of how to successfully launch a microlearning initiative by addressing these challenges head-on.

Understanding Microlearning

What Microlearning Can Do

Enhance Knowledge Retention: By delivering content in small, manageable chunks, microlearning helps learners better retain information. Studies show that breaking information into bite-sized pieces makes it easier for the brain to process and store.

Increase Engagement: Short, focused modules are more engaging than lengthy training sessions. Learners are more likely to stay focused and complete the training when it doesn’t feel like a huge time commitment.

Facilitate Just-In-Time Learning: Microlearning is perfect for on-the-go learning. It allows employees to access the training they need exactly when they need it, leading to immediate application of skills and knowledge.

Support Continuous Learning: Microlearning encourages continuous learning and development by making it easy for employees to fit learning into their busy schedules.

What Microlearning Cannot Do

Replace Comprehensive Training Programs: Microlearning is not a substitute for in-depth training programs. While it’s excellent for reinforcing knowledge and providing quick updates, it cannot replace the depth of traditional training programs.

Solve All Training Problems: Microlearning is not a magic wand that can be used to address all training issues. It’s essential to identify the specific problems it can solve and not expect it to fix everything.

Cater to All Learning Styles: While microlearning is effective for many, it might not suit every learner’s style or preference. Some topics might require more extensive, interactive, or hands-on training methods.

Planning Your Microlearning Initiative

Identify Clear Objectives

Before launching a microlearning initiative, it’s crucial to define clear objectives. What do you want to achieve with microlearning? Objectives might include improving knowledge retention, increasing engagement, providing just-in-time training, or supporting continuous learning. Clear objectives will guide your planning and help you measure success.

Assess Training Needs

Conduct a thorough assessment of your training needs. Identify the specific skills and knowledge gaps that microlearning can address. Understand the pain points in your current training programs and determine if microlearning is the right solution. This assessment will help you design relevant and effective microlearning content.

Understand Your Audience

Knowing your audience is key to designing effective microlearning modules. Consider the following:

Learning Preferences: How do your employees prefer to learn? Do they like videos, interactive quizzes, or reading articles? Tailor your microlearning content to match their preferences.

Access to Technology: Ensure that your employees have access to the technology needed to engage with microlearning. This might include mobile devices, internet access, and the necessary software.

Time Constraints: Understand the time constraints of your employees. Design microlearning modules that can be completed within their available time.

Design Engaging Content

Content is the heart of any microlearning initiative. Here are some tips for designing engaging microlearning content:

Keep It Short and Focused: Each module should focus on a single topic or concept and be no longer than 5-10 minutes.

Use Multimedia: Incorporate videos, infographics, and interactive elements to make the content more engaging.

Include Assessments: Add quizzes or interactive activities to reinforce learning and provide immediate feedback.

Make It Relevant: Ensure that the content is directly relevant to the learners’ job roles and responsibilities.

Develop a Delivery Strategy

Decide how you will deliver your microlearning modules. Options include:

Learning Management Systems (LMS): An LMS can help you organize and track microlearning modules, making it easy for employees to access and complete them.

Mobile Apps: Mobile apps are perfect for delivering microlearning on the go. They allow employees to access training anytime, anywhere.

Email Campaigns: Email campaigns can be an effective way to deliver microlearning modules directly to employees’ inboxes.

Implement and Monitor

Once you’ve planned your microlearning initiative, it’s time to implement and monitor it. Here’s how:

Pilot Test: Start with a small group of employees to test the microlearning modules. Gather feedback and make necessary adjustments.

Launch: Roll out the microlearning initiative to the entire organization. Ensure that employees know how to access and use the modules.

Monitor Progress: Use analytics to track completion rates, engagement levels, and assessment scores. Monitor progress to identify any issues and make continuous improvements.

Common Pitfalls to Avoid

Unrealistic Expectations

One of the biggest mistakes organizations make is expecting microlearning to be a one-size-fits-all solution. It’s important to have realistic expectations and understand that microlearning is a tool that works best when used for specific purposes.

Lack of Integration

Microlearning should not exist in a vacuum. It should be integrated into your overall training and development strategy. Ensure that microlearning modules complement other training initiatives and provide a seamless learning experience.

Poor Quality Content

The effectiveness of microlearning hinges on the quality of the content. Avoid cramming too much information into a single module. Focus on delivering high-quality, concise, and relevant content that meets the learners’ needs.

Inadequate Support

Ensure that employees have the support they need to engage with microlearning. This includes technical support for accessing the modules and guidance on how to make the most of the training.

Measuring Success

To determine the success of your microlearning initiative, you need to measure its impact. Here are some key metrics to track:

Engagement Metrics

Completion Rates: Track the percentage of employees who complete the microlearning modules.

Time Spent: Measure the average time employees spend on each module to gauge engagement levels.

Learning Outcomes

Assessment Scores: Use quizzes and assessments to measure knowledge retention and understanding.

Application of Skills: Monitor how well employees apply the learned skills in their job roles.

Feedback

Employee Feedback: Gather feedback from employees to understand their experience with the microlearning modules and identify areas for improvement.

Manager Feedback: Get feedback from managers on the impact of microlearning on employee performance and behavior.

ROI

Cost Savings: Calculate the cost savings from reduced training time and resources.

Performance Improvement: Measure improvements in key performance indicators (KPIs) that are directly related to the training objectives.

Conclusion

Launching a successful microlearning initiative requires careful planning, understanding, and execution. By setting clear objectives, assessing training needs, designing engaging content, and continuously monitoring progress, you can ensure that your microlearning initiative delivers the desired results. Avoid common pitfalls such as unrealistic expectations, poor quality content, and lack of integration. Instead, focus on creating a seamless, engaging, and effective learning experience that meets the specific needs of your organization. With the right approach, microlearning can be a powerful tool for enhancing employee training and development, ultimately leading to improved performance and ROI.

[partyhorn]

College life with a particular roommate...

[mx-misty-eyed]

“cant change what you’ve done start fresh next semester”

[stiffyck]

He’s setting the course to Disneyland

Drew this half asleep. Enjoy the stupid S.C.A.R au

[marc--chilton]

ruhgh the pilot. the pilotttt.......... the patient getting wilson to reflect on house's actions and he barely has to examine before determining with a little smile that "yeah, he cares about me :) " like it's such a little thing. utterly precious. but also very smoothly gets the audience to think similarly: people will say anything, it's what they do that really shows what they mean and how they feel. love is a verb love is a doing word

[alwaysbewoke]

[lorenzonuti]

Studing the track.

[cryscendo]

glee + sports (insp)

@giftober 2024 | day 13: olympics/sports

[moonwatchuniverse]

R.I.P. Maj General Joe Henry Engle (1932-2024) On July 10, 2024 USAF test pilot & NASA astronaut Maj Gen Joe H. Engle passed away aged 91. Engle earned his pilot wings in 1958 and it was Charles "Chuck" Yeager who recommended Engle for the USAF Test Pilot School and the Aerospace Research Pilot School. Joe Engle was part of the hypersonic X-15 flight research program (16 flights) and flew the rocket aircraft three times above 80 Km earning him USAF astronaut wings. Selected a NASA astronaut in 1966 (group 5), Engle was support member for Apollo 10, backup member for the Apollo 14 and was planned as LMP for Apollo 17 but replaced by geologist Harrison Schmitt. Engle flew on space shuttle orbiters "Columbia (STS-2) and "Discovery (51-L) the first to wear the NASA-issued Omega Speedmaster Alaska III chronogaphs in space. Holder of numerous awards & honors, Joe Engle logged 15500 hours flight time of which 9000 hours in jet aircraft. (Photos: NASA)

[calkale]

Girl wake up new mav hangar pics just dropped

[whatyoutaughtwasfear]

i think maybe people should not be working 12 hours in a row. i think maybe that is bad

[whatsourmotto]

One day an episode will open with Evan Buckley flying a chopper and we'll get whiplash

[iviin-855]

I feel like if you explained Hal Jordan what being multi gendered or gender fluid was he'd be very confused and then she'd say with full confidence that it's that way for everyone

[ryuki-draws]

Still on the Witch from Mercury roll and then the ending of Evangelion 3.0 + 1.0 happened to me, so here's birthday boy in the epilogue, living the best life on Earth.

[powerupcomicstonight]