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Building Employee Skills

With Microlearning

Addressing current and future

skills gaps is a top workplace

challenge for employers today.

In addition, learning and

development are key priorities

for workers in today’s

competitive labor market who

may seek out a new employer if

their current one does not offer

the career development

opportunities they desire.

While employers can approach

these challenges in various

ways, many are leveraging

microlearning, which provides

an affordable, feasible and timefriendly

opportunity to build

employee skills.

Microlearning Explained

Microlearning is done with

segments of information that

each average 10 to 13 minutes.

Generally, information is

presented in small segments

that can be easily consumed in a

short time span. Further, this

information can be presented in

various easy-to-absorb ways.

Some examples of bite-sized

learning include:

• Animations

• E-books

• Flashcards

• Gamification

• Infographics

• Interactive PDFs

• Music

• Podcasts

• Quizzes

Implementing Microlearning

There are several ways to

implement microlearning.

Consider the following


• Reinforce subjects in which

employees have already

been trained.

• Aim to teach relatively

simple topics.

• Determine which learning

channels and formats best

suit the need of your

organization and


• Engage employees by

asking them to apply what

they have learned.

Microlearning is one of several

ways employers can help meet

their workforce’s demand and

expand their employees’

knowledge base. For more

learning and development

resources, contact us today.

2022 Second Half HR

Trends to Monitor

Over the course of the COVID-

19 pandemic, HR professionals

have faced many challenges,

including the health impacts of

COVID-19 on workers and

ongoing attraction and

retention challenges.

Here are some trends to

monitor for the remainder of


High Inflation Rates

According to the Bureau of

Labor Statistics’ June consumer

price index, inflation in the

United States has increased to

9.1% in the past 12 months. This

is its largest increase since 1981.

As a result, workers desire

competitive compensation

during this time. In turn,

employers are exploring

strategies such as reevaluating

employee benefits, continuing

remote work, increasing

compensation and offering

improved retirement benefits.

Continued Tight Labor Markets

The labor market is expected to

remain competitive in the

second half of 2022. While

employee quit rates remain

high, unemployment rates keep

trending down as employers

struggle to fill open positions

and keep valuable talent. Many

workers realize their priorities

have changed, and this has

kickstarted their desire to move

more readily between different

jobs to find ones that align with

their values.

Employee Mental Health and


Health and wellness have been

ongoing challenges for workers

during the COVID-19 pandemic.

Studies show the impact the

pandemic has had on mental

health, such as higher numbers

of people reporting symptoms

of anxiety and depression. As a

result, employers are exploring

options, such as programs that

incentivize employees to be

healthy, and offering additional

mental health resources.

Employer Takeaway

Employers should continue to

monitor workplace trends,

which may inform strategies to

better attract and retain

workers, and bolster employee

health and wellness. Contact

National Marketing Group

Services today for resources on

any of these topics.

© 2022 Zywave, Inc. All rights reserved.

Credits for the content of this newsletter was provided by © 1995 - 2022 Zywave, Inc. All rights reserved.
Should you have additional questions or need assistance with Benefit Compliance, Benefits Administration, or HR Solutions, please contact NMGS at 305 592-9926 or by email [email protected]
National Marketing Group Services, Inc.
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