Microlearning and Divided Courses Promote Better Learning and Higher Completion

In practice, training works best when the whole is taken care of, while the content is divided up in a way that makes it easier to use in everyday work.

Many companies have therefore chosen an approach in which larger disciplines are divided into smaller topics. This makes it easier for employees to learn what's relevant right now, without having to deal with the entire subject area at once. The result is often both better learning and higher completion.

When whole courses become too extensive

Many courses cover large and complex topics. HSE, information security, privacy and management include both regulations, responsibilities, procedures and practical tasks. When all of this is presented together, it can be demanding for employees to see what is important for their own role.

Often this leads to courses being conducted, but parts of the content are quickly forgotten. Not because the substance is irrelevant, but because a lot of it isn't applicable there and then. When training is perceived as too extensive, both motivation and learning outcomes decrease.

Breakdown makes for better learning

By dividing larger courses into smaller topics, the training becomes more manageable. Each topic can concentrate on one specific area, with a clear link to everyday work. This makes it easier to understand, easier to remember and easier to put into practice.

At the same time, coherence is preserved. The smaller parts are still part of a larger whole that covers requirements, responsibilities and expectations. In this way, the training can be used both as a full-fledged course and as targeted learning when needed.

Microlearning as part of a whole

Microlearning works best when it doesn't stand alone. When short learning modules are part of a larger course, the business gains both flexibility and structure. Employees can take individual modules when the need arises, while the overall training provides the necessary overview and documentation.

A good example is HSE training. The overall training provides employees with a holistic understanding of responsibilities, systematics and requirements, while more specific topics such as deviation management, protection rounds or working at height can be broken down into separate modules. These can be taken when the need actually arises, and adapted to different roles and situations. This makes training more relevant in practice, particularly in HSE and compliance, where not all topics are equally relevant to all employees at all times.

More relevant training leads to higher motivation

When employees encounter training that is clearly linked to their own work tasks, engagement increases. Instead of spending time on topics that are not topical, the focus can be on what is actually relevant in the moment.

This provides a different experience of training. It becomes less demanding and more useful. Over time, this contributes to better compliance and more confidence in the performance of work tasks.

Easier follow-up for your business

Divided courses also provide benefits for business. It will be easier to keep track of what topics have been carried out and where there is a need for more training. Some parts can be used as repetition, while others can be included as introduction for new employees.

At the same time, the documentation is taken care of. The company can show that training has been completed, while at the same time it is clear how the knowledge has been built up and maintained over time.

A more realistic way to learn

Everyday work is rarely predictable. The need for knowledge often arises in concrete situations, not necessarily in advance. When the training is broken up into smaller parts, it can be used as support when the need is actually there.

This makes training more accessible and more relevant, without compromising completeness or quality.

Microlearning in practice is not about replacing traditional courses. It's about structuring training in a way that makes it easier to use. When large topics are divided into smaller parts, learning becomes more targeted, motivation higher and implementation better. For businesses that want more impact from mandatory training, this is often a both practical and sustainable approach.