기업 HRD 관점에서 본 마이크로러닝의 실천적 정의 및 활용 특징 탐색

Abstract

Objectives This study was conducted to identify the definition of microlearning, misconceptions and corrections, differences from traditional e-learning, and characteristics of microlearning as recognized by the corporate HRD. Methods To identify and analyze the reality of microlearning, 16 microlearning experts from companies and universities were nominated and conducted a Delphi Survey in three rounds. Results We were able to define microlearning from three perspectives: purpose of utilization, learning method, and learning form. Second, we provided corrective opinions on the misconceptions of microlearning (“It's just a short lecture,” “Learning time should not exceed 15 minutes,” “It only includes videos,” etc. Third, we compared the characteristics of microlearning with traditional e-learning and explored our own characteristics. These features were presented in terms of learning goals, learning content, learning activities, and learning time. Conclusions Through this study, we have prepared basic data to promote the proper understanding and practice of microlearning and to activate microlearning as a digital learning solution in the corporate HRD.