The Need For Corporate Learning Techniques In Higher Education
For a good reason, there is a growing trend toward using corporate learning techniques in higher education. Corporate learning has long been recognized for its effectiveness in training employees and developing organizational talent. Online learning has become more critical than ever as the world becomes increasingly digital. Higher education institutions are noticing the benefits that corporate learning techniques can bring to their curriculums. This article will discuss what higher education can learn from corporate learning’s approach to learning.
Types Of Corporate Learning Techniques
1. Microlearning
One of the key techniques that higher education can learn from corporate learning is microlearning. Microlearning is a method of delivering content in small, focused bursts that learners can easily consume. This approach to learning is particularly effective in the corporate world, where employees need to learn new skills quickly and efficiently. By breaking down complex topics into smaller, more manageable pieces, learners can better retain the information they are learning.
Microlearning has the potential to be equally effective in higher education. The benefits of microlearning include increased engagement, improved retention, and a more personalized learning experience. However, the adoption of microlearning in higher education could be faster. One reason for this is the traditional approach to teaching and learning in higher education, which often involves long lectures and in-depth discussions. Another reason is the need for more resources to develop high-quality microlearning content.
2. Gamification
Another technique that higher education can learn from corporate learning is gamification. Gamification involves using game design elements in non-game contexts to engage learners and motivate them to learn. In the corporate world, gamification often improves employee engagement and encourages behavior change. Gamification has the potential to be equally effective in higher education. By incorporating game design elements into the learning experience, educators can create a more engaging and interactive experience for students. This can help to improve motivation, increase participation, and improve learning outcomes.
3. Employee Training
Employee training is another area where higher education can learn from the corporate world. It is a critical component of talent development in the corporate world. It provides employees with the skills and knowledge they need to succeed in their roles and advance their careers. In higher education, employee training should be given more attention. This is particularly true for adjunct faculty, who are part-time employees and may receive different training and support than full-time faculty. By investing in employee training, higher education institutions can improve the quality of instruction and provide students with a better learning experience.
4. Learning And Development
Finally, higher education can learn from corporate learning’s approach to Learning and Development. Learning and Development is a critical component of talent management in the corporate world. It is used to help employees develop new skills and knowledge and to prepare them for future roles within the organization.
In higher education, Learning and Development are often overlooked. This is particularly true for students who may receive a different level of support and guidance than employees in the corporate world. By investing in Learning and Development, higher education institutions can help students develop the skills and knowledge they need to succeed in their chosen careers.
Why Are These Techniques Not Widespread In Higher Education?
Despite the potential benefits of these techniques, their adoption in higher education could be faster. There are several reasons for this. One reason is the traditional approach to teaching and learning in higher education. Many educators need help to embrace new teaching techniques and technologies, preferring to use traditional methods they are familiar with and comfortable with.
Another reason is the need for more resources to develop high-quality learning content. Developing high-quality microlearning content and gamification elements requires significant time and resources. Many higher education institutions may need more money or the expertise to develop this content in-house. Finally, there is a cultural barrier to adopting these techniques in higher education. Higher education has a long tradition of academic rigor and intellectual pursuit, which can sometimes clash with the more practical and results-oriented approach of corporate learning. Some educators may be reluctant to adopt techniques that are too focused on outcomes and not enough on pursuing knowledge for its own sake.
However, higher education institutions must adapt as the world becomes increasingly digital and students demand more engaging and personalized learning experiences. Using microlearning, gamification, employee training, and learning and development can help create more effective and engaging learning experiences for students.
Additional Challenges In Integrating These Techniques
Integrating these techniques into higher education will require a shift in mindset among educators and administrators. They will need to embrace a more results-oriented approach to learning while still upholding the academic rigor and intellectual pursuit that are the hallmarks of higher education. Faculty and Instructional Designers must also be trained in using these techniques. This will require investments in professional development, training, and the development of new tools and resources to support creating high-quality learning content.
Another challenge to adopting these techniques in higher education is more standardization and consistency across institutions. While many LMS players in higher education have reliable mobile apps, there still needs to be more consistency in the types of content and delivery methods used across different institutions. To address this challenge, higher education institutions must work together to develop common standards and best practices for using microlearning, gamification, employee training, and Learning and Development. This will help ensure that students receive a consistent and high-quality learning experience, regardless of their institution.
Conclusion
In conclusion, higher education can learn significantly from corporate learning’s approach to learning. Microlearning, gamification, employee training, and Learning and Development are all techniques that can be effectively applied in higher education to improve learning outcomes and create more engaging and personalized learning experiences for students. However, adopting these techniques will require a shift in mindset among educators and administrators and investments in professional development, training, and new tools and resources. Additionally, there will need to be greater standardization and consistency across institutions to ensure students receive a consistent and high-quality learning experience.
Higher education institutions must adapt as the world becomes increasingly digital and students demand more engaging and personalized learning experiences. Using corporate learning techniques can help create more effective and engaging learning experiences for students and will play a crucial role in the future of online higher education.
