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| Microtraining ： ウィキペディア英語版 |
Microtraining
The Microtraining method is an approach aimed at supporting informal learning processes in organizations and companies. Learning in this sense means that an active process of knowledge creation is taking place within social interactions, but outside of formal learning environments or training facilities. This process can be facilitated by well-designed and structured systems and by supporting ways of communication and collaboration, like the Microtraining method does. A Microtraining arrangement comprises a time span of 15–20 minutes for each learning session, which can activate and maintain learning processes for a longer period if bundled into series. A Microtraining session can be held face-to-face, online or embedded in an e-learning scenario.
==Applicability==
The Microtraining method can be applied to learning situations within organizations and companies, especially when basic knowledge needs to be refreshed or improved and when information is needed for immediate use in daily practice. In comparison to formal learning, Microtraining is an approach aimed at structuring informal learning activities. While formal learning may be a successful approach for people with less knowledge and skills (2008 ), it can be counter-productive for more experienced employees (et al., 1993 ) for whom informal blended learning approaches like Microtraining appear to be working very well (1993; Jonassen, 1997 ).
抄文引用元・出典: フリー百科事典『 ウィキペディア（Wikipedia）』
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