{"id":58663,"date":"2021-06-10T13:49:43","date_gmt":"2021-06-10T11:49:43","guid":{"rendered":"http:\/\/www.veeva.com\/eu\/?post_type=resources&p=58663"},"modified":"2022-02-11T18:41:01","modified_gmt":"2022-02-11T17:41:01","slug":"life-sciences-guide-to-making-gxp-training-engaging-and-effective-with-microlearning","status":"publish","type":"resources","link":"https:\/\/www.veeva.com\/eu\/resources\/life-sciences-guide-to-making-gxp-training-engaging-and-effective-with-microlearning\/","title":{"rendered":"Life Sciences Guide to Making GxP Training Engaging and Effective with Microlearning"},"content":{"rendered":"

Microlearning\u2014the training approach based on short, focused learning experiences\u2014
\nis not a new concept, but its use in compliance or GxP training is often overlooked.<\/p>\n

\"\"<\/p>\n

\nTraditionally, GxP training uses a document-centric or macrolearning approach covering multiple learning objectives over several hours or days. Learners are asked to read long, dense written procedures that are sometimes irrelevant to their day-to-day work, affecting their productivity.\n<\/p>\n

\nProven to be a valuable complement to traditional document-centric training methods, microlearning can reduce the time burden on employees resulting in better learning outcomes and more fun.\n<\/p>\n

\nA US-based emerging biotech firm supplemented their existing training with hyper-focused, multi-modal learning experiences to help their employees engage quickly, easily, and at the point of need. A new mobile app enabled their global workforce to access primary and follow-up trainings on their personal devices. The Standard Operating Procedure (SOP) chatbot feature allowed learners to connect and learn from with each other. In the first six months, 200-plus employees interacted with the app more than 5,000 times, prompting the company to broaden the initiative.\n<\/p>\n

\nWithin six months of applying these microlearning techniques, the company dramatically improved learners\u2019 engagement and competency.\n<\/p>\n

\nThis guide provides proven, easy-to-implement microlearning strategies that will help you reinforce the right behaviors; improve adherence to SOPs;
\nand make GxP training engaging and effective in your organization.\n<\/p>\n

How Microlearning Increases Learner Engagement<\/h2>\n

\nMicrolearning improves learner interaction and knowledge retention with shorter, focused, more compelling content delivered through modern
\nchannels like video.\n<\/p>\n

\nTwo key characteristics of microlearning are brevity and specificity. A microlearning experience has a single, well-defined learning objective;
\nfocuses on a discrete task, skill, or topic; and typically takes less than 15 minutes for a learner to complete. A two-minute video on how
\nto document a quality event and an infographic with instructions on powering down a piece of manufacturing equipment are examples of
\nmicrolearning.\n<\/p>\n

\nKARL M. KAPP AND ROBYN A. DEFELICE DEFINE SIX TYPES OF MICROLEARNING IN MICROLEARNING: SHORT AND SWEET.<\/strong>
\n\"\"\n<\/div>\n

Applying Microlearning to GxP Training<\/h2>\n

\nThere are countless opportunities to incorporate microlearning techniques into a GxP training program.
\nHere are some practical ways to apply microlearning techniques into a GxP training program.\n<\/p>\n\n\n\n\n\n\n
\n

SOP Supplement<\/h3>\n

\nBecause SOPs are long documents, microlearning assets in
\na different delivery medium can help learners focus on some of the
\nspecific, critical aspects of a procedure.\n<\/p>\n<\/td>\n

\n

ACTION<\/h3>\n

\n
\n Break up a long procedure into smaller steps, and then create
\ncorresponding microlearning content, like short how-to videos.
\n<\/em>\n<\/p>\n<\/td>\n<\/tr>\n

\n

Delta Training<\/h3>\n

\nIt\u2019s inefficient to retrain employees on an entire revised SOP
\ndocument when only a small portion of it has changed. Plus,
\nkey changes can be lost or overlooked in a multi-page document.\n<\/p>\n<\/td>\n

\n

ACTION<\/h3>\n

\n
\nBuild a targeted microlearning asset, such as a slide-based
\nsummary of changes, to train employees only on the new or
\nupdated SOP content.<\/em>\n<\/p>\n<\/td>\n<\/tr>\n

\n

Quick Reference Guide<\/h3>\n

\nSummarizing dense SOP documents is an effective way to enhance
\nGxP training. A variety of formats can be used for this.\n<\/p>\n<\/td>\n

\n

ACTION<\/h3>\n

\n
\nDevelop an SOP cheat sheet, infographic, or digital job aid to
\nprompt employees with basic procedural instructions.
\n<\/em>\n<\/p>\n<\/td>\n<\/tr>\n

\n

Video Work Instructions<\/h3>\n

\nPeople use online videos to build personal skills and knowledge.
\nVideo content can work just as well for GxP training and can be
\nproduced inexpensively.\n<\/p>\n<\/td>\n

\n

ACTION<\/h3>\n

\n
\nProduce brief video-based work instructions for ongoing,
\non-demand learning as employees do their jobs.
\n<\/em>\n<\/p>\n<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

Macrolearning and Microlearning: Better Together<\/h2>\n

\nMacrolearning typically deals with larger, more complete skill areas, such as clinical trial management or manufacturing safety procedures.
\nIt is appropriate for in-depth learning and complex concepts that require support or coaching from an instructor.\n<\/p>\n

\nIn contrast, microlearning focuses on a single learning objective\u2014a specific task, action, or piece of reinforcement. Microlearning assets are brief,
\nself-guided, and self-contained.\n<\/p>\n\n\n\n\n\n\n\n\n\n\n
MACROLEARNING<\/th>\nMICROLEARNING<\/th>\n<\/tr>\n<\/thead>\n
I want to learn something new<\/td>\n I need help now <\/td>\n<\/tr>\n
Several hours or days <\/td>\n 2 to 15 minutes <\/td>\n<\/tr>\n
Problem solving, procedures, interpersonal skills <\/td>\n Declarative, conceptual knowledge <\/td>\n<\/tr>\n
Deeper learning <\/td>\n Refresher learning <\/td>\n<\/tr>\n
Courses, classes, programs <\/td>\n Videos, articles, job aids <\/td>\n<\/tr>\n
Coaching and support needed<\/td>\n Indexed and searchable <\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

\nHere is how macrolearning and microlearning can be combined to make GxP training more effective:<\/strong><\/p>\n

    \n
  • An online course on manufacturing safety procedures plus a microlearning program like task-based videos can mitigate non-compliance risks<\/li>\n
  • A weeklong certification class for new hires plus a post-instruction microlearning program like pulsed knowledge-check questions to reinforce the most challenging concepts<\/li>\n
  • A bootcamp on the end-to-end clinical trial process plus a microlearning program like flashcards to refresh participants\u2019 knowledge of specific tasks in each phase of a trial<\/li>\n<\/ul>\n

    Microlearning: Myth vs. Reality<\/h2>\n

    \nDespite its growing popularity, misconceptions about microlearning persist. Here are the top five common myths:\n<\/p>\n\n\n\n\n\n\n\n\n\n
    MYTH<\/th>\nREALITY<\/th>\n<\/tr>\n<\/thead>\n
    Microlearning is exclusively about video<\/th>\nMicrolearning is not about a specific content type. While video is an excellent fit for microlearning, an animation, infographic, text message, flash card, performance prompt, audio clip, and short quiz are also examples of a microlearning asset.<\/td>\n<\/tr>\n
    Microlearning replaces other learning approaches<\/th>\nMicrolearning augments existing training programs, such as SOP read and understand training assignments. For example, short videos that complement SOP procedures, especially when reinforcing key concepts. Traditional \u201cmacrolearning\u201d approaches like classroom instruction and eLearning continue to have a place in GxP training.<\/td>\n<\/tr>\n
    Microlearning is right for every learning objective<\/th>\nMicrolearning can be more effective for knowledge retention than knowledge acquisition, depending on a topic\u2019s complexity. In particular, it works best when the learning objective is to perform a specific task or reinforce a specific behavior. For instance, a short quiz after a policy is read and understood can reveal retention gaps and compliance risks.<\/td>\n<\/tr>\n
    Microlearning is \u201cshrunken head\u201d learning<\/th>\nMicrolearning is not about cutting longer training content into smaller pieces. For instance, cutting an hour-long video into five-minute segments does not meet the objectives of microlearning. A more effective strategy is to develop new microlearning experiences for specific activities and outcomes rather than trying to retrofit existing materials.<\/td>\n<\/tr>\n
    Microlearning is dependent on software<\/th>\nCompanies do not need an application that \u201chas microlearning\u201d to leverage the strategy in GxP training. However, unified quality and training solutions can help companies manage the creation, assignment, and tracking of microlearning assets and activities related to controlled documents and quality events.<\/td>\n<\/tr>\n<\/tbody>\n<\/table>\n

    Benefits of Microlearning: Higher Knowledge Retention at a Lower Cost<\/h2>\n