The Complete Guide To Microlearning And Learning Reinforcement

by BizLibrary

70% of what employees learn in formal training programs is forgotten one day after the training is completed. Don't let your employee training investment and hard work go to waste!

Key Chapters

  1. The Forgetting Curve

    Scientific research shows the decline of memory retention – how information is lost over a period of time when there is no attempt to retain it.

  2. How We Learn

    An in-depth look at how the human brain processes and stores information, applied to training and development.

  3. Learning Myths

    Two of the most common learning myths and objections debunked.

  4. 6 Steps to Improve Learning Retention

    Learn a scientifically proven, step-by-step process to maximize the overall effectiveness of your employee training program and overcome the forgetting curve.

When microlearning is delivered in a consistent, ongoing way, you have the ability to drive continuous learning, build up knowledge over time, and produce long-term behavior change.

Testimonials

No matter how much you invest into training and development, nearly everything you teach to your employees will be forgotten. Indeed, although corporations spend billions of dollars a year on training, this investment is like pumping gas into a car that has a hole in the tank. All of your hard work simply drains away.

Dr Art Kohn

Dr. Art Kohn
Professor, Author and Consultant

The challenge for many organizations and professionals is that we focus so intently on developing learning resources that we overlook whether our employees retain any of what they learn. As it turns out, training reinforcement is a powerful and key component of learning.

Dean Pichee

Dean Pichee
President and Founder, BizLibrary

How little organizations rely on the science of learning and training. I’ve been doing this for a long time, and many organizations are uninformed about what it is we know about learning and training and development. What happens before and after a training session is just as important as the actual instruction itself.

Eduardo Salas

Eduardo Salas
Professor of Organizational Psychology, University of Central Florida