POSH Training: Use Microlearning for Maximum Awareness and Impact

Have you heard of POSH training and microlearning with respect to corporate HR courses? It stands for “Prevention of Sexual Harassment.” The definition is self-explanatory by itself. This training type is offered to employees to prevent and address workplace sexual harassment. On the other hand, microlearning is a method of delivering training in small, bite-sized pieces that are easy to understand and remember.

Improving awareness, impact, and workplace safety is crucial for any organization. Workplace harassment and discrimination can negatively affect employees and the organization, including decreased productivity, increased absenteeism, and legal issues. Therefore, organizations must provide effective and engaging POSH training to their employees to prevent these issues from happening.

This is where microlearning-based POSH training comes into play. Studies have shown that microlearning can improve long-term knowledge retention by up to 20% compared to traditional L&D methods. By breaking down your training into small, digestible pieces, microlearning can help employees better understand and remember the information they learn, which can lead to a more positive impact on workplace safety.

In short, microlearning-based POSH training can have many benefits for organizations. Let’s dig this down in more detail!

What Are the Primary Upsides of Micro-POSH Training Modules?

There are many advantages to using a training approach that emphasizes small, frequent, and easily accessible training modules. Let’s dive deeper into some of the critical benefits of this training type.

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Increased Employee Engagement

Traditional training methods can be lengthy and unengaging, leading to low participation and limited learning outcomes. However, bite-sized training can be more exciting and engaging for employees. According to research, companies with 60-70% engaged employees have an average TSR of 24.2%.

Reduced Risk of Non-Compliance

Organizations must take proactive steps to prevent workplace harassment and non-compliance with legal and company policies. Micro-learning modules delivered regularly and engagingly can help employees understand the importance of compliance, reducing the risk of non-compliance and related legal and reputational issues.

Improved Retention and Application of Knowledge

Employees are more likely to remember and apply what they’ve learned when training is delivered in small, digestible chunks. Bite-sized training allows employees to review information as needed, reinforcing learning and promoting better workplace knowledge application.

Enhanced Learning Outcomes and ROI

Learning delivered via a micro-learning LMS has been shown to have completion rates of 82% and knowledge retention rates of 70-90%. Organizations can save time and money on training while achieving better learning outcomes and ROI.

How Can You Design a Comprehensive Micro-learning Based POSH Training Program?

Let’s now explore some factors to consider when designing microlearnings for POSH training and some tips and best practices to help ensure your training is engaging and effective.

Factors to Consider when Designing Microlearnings for POSH Training

For starters, one of the most critical factors is the audience. Employees at different levels of the organization may require different types of training to ensure they understand the implications of sexual harassment and what they can do to prevent it.

For example, managers may require training on identifying and responding to sexual harassment complaints. At the same time, employees may need training on what constitutes sexual harassment and how to report it.

Another factor is the content of the training. The content should be relevant, up-to-date, and engaging. It should also align with company policies and legal requirements. Including real-world scenarios and case studies can help employees understand how to apply their training in real-life situations.

Finally, it’s essential to consider the delivery method for the training. Micro-learning should be easily accessible, available on-demand, and user-friendly. This can include using a learning management system (LMS) or mobile learning platform to make training easily accessible to employees.

Tips for Creating Engaging and Effective Micro-POSH Modules

• Keep Your Sessions Short and Simple: Micro-learning aims to break down training into bite-sized pieces that are easy to digest. Keep the content short and focused on one key concept at a time.

• Use Multimedia: Including multimedia elements such as images, videos, and interactive quizzes can make training more engaging and memorable.

• Use Real-World Examples: Including real-world examples and scenarios can help employees understand how to apply their training in real-life situations.

• Incorporate Gamification: Gamification can make training more engaging by adding an element of competition or challenge. This can include using leaderboards, badges, or other rewards.

• Use a Variety of Delivery Methods: Consider using various delivery methods to keep training fresh and engaging. This can include e-learning modules, podcasts, videos, and quizzes.

Best Practices for Designing Micro-POSH Sessions that Align With Awareness Goals

Practical microlearning-based POSH training programs should align with organizational awareness goals. Below, we’ve outlined some best practices to help ensure your microlearnings align with your business objectives:

• Define Clear Learning Objectives: Define clear learning objectives that align with your business goals. This will help ensure that the training is focused and relevant.

• Develop a Learning Path: Develop LMS learning paths that guide employees through the training in a logical sequence. This can help ensure that employees receive the necessary training in the proper order.

• Align with Company Policies and Legal Requirements: Ensure the training aligns with company policies and legal requirements. This can include providing employees with information on reporting sexual harassment and what to do if they experience it.

• Assess and Evaluate Learning Outcomes: Assess and evaluate the effectiveness of HR courses by having tools to track employee training progress and learning outcomes. This can include using quizzes, surveys, and other assessment tools to gauge employee knowledge.

How to Effectively Disseminate Micro-learning-based POSH Training?

Effective delivery of micro-learning modules is essential for achieving maximum impact and ensuring that employees engage with the training. There are different delivery methods that organizations can use to deliver micro-POSH training modules, and the choice of the correct method depends on various factors — inclusive of the size of the organization, the accessibility of employees, and the content of the training.

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Overview of Different Delivery Methods for Micro-POSH Training

• Mobile Devices – Micro-learning modules can be delivered via smartphones and tablets through a mobile learning management system. This method is ideal for organizations with a mobile workforce, providing employees with on-the-go training.

• LMS – LMS software allow organizations to deliver, manage, and track training programs. Microlearning modules can be integrated into an LMS application, providing employees with a centralized platform for accessing training content.

• Email – Organizations can also deliver microlearning modules through email. This method is ideal for firms with a small workforce and provides employees with direct access to training content.

Explanation of How to Choose the Apt Delivery Method for Your Organization

Choosing a suitable delivery method for micro-POSH training modules is crucial for ensuring that employees engage with the training and that the course has the desired impact. To pick the proper delivery method, organizations should consider the following factors:

• Accessibility – Companies should select a delivery method that ensures employees can access the training modules easily. For example, if the organization has a mobile workforce, delivering training modules through mobile devices may be the most accessible option.

• Content – The delivery method should be appropriate for the content of the training modules. For example, an LMS online may be perfect if the training module contains videos or interactive content.

• Tracking and Reporting – Firms must consider L&D methods that enable them to track and report employee progress and completion rates. This information is essential for evaluating the effectiveness of the training program and identifying areas that need improvement.

Measuring the Impact of Microlearning-based POSH Training

Quantifying the effectiveness of microlearning-based POSH training is crucial to understanding the impact of this approach on employees and the organization. Effective measurement can help organizations identify areas of strength and weakness in their training programs, make improvements, and assess the training’s ROI. Here are some critical considerations for evaluating the impact of such L&D initiatives:

Identify Your Training Objectives

Before you can measure the effectiveness of your training, you need to identify your objectives. What do you want your employees to know or be capable of doing after completing the training? Are you looking to reduce the incidence of sexual harassment in the workplace?

Do you want employees to be able to recognize and report harassment when they see it? Clearly defining your objectives will help you choose the right metrics to measure and assess the success of your training program.

Choose Your Metrics

You can use many different metrics to measure the effectiveness of your micro-learning-based POSH training program. Some standard metrics include:

• Knowledge Retention: How well are employees retaining the information presented in training?
• Behavioral Change: Are employees applying what they learned in the sessions to their day-to-day work?
• Employee Feedback: How satisfied are employees with the training? Did they find it engaging and valuable?
• Harassment Reports: Have there been any reports of harassment since the training was implemented? If so, were they handled appropriately?

Choosing the right metrics will depend on your training objectives and your organization’s needs.

Collect Your Data

Once you’ve identified your training objectives and chosen metrics, it’s time to collect data. This can be done through surveys, quizzes, focus groups, and other methods. Collect data before and after the training to assess behavior and knowledge retention changes.

Analyze and Interpret Your Data

Once you’ve collected your data, it’s time to analyze and interpret it. Look for patterns or trends in the data that can help you understand the effectiveness of your training program. Are employees retaining the information presented in training? Are they applying what they’ve learned to their day-to-day work? Use this information to improve your training program and assess its ROI.

An Illustration of Creating a Successful Microlearning-based POSH Training Program

Now that you understand how to create and deliver micro-POSH learning sessions in your firm let’s explain the same with the help of an example.

Let’s call this firm XYZ Corporation. XYZ Corporation is a multinational organization with over 5,000 employees across the globe. The organization has a zero-tolerance policy towards any form of workplace harassment and is committed to creating a safe and respectful work environment for all employees.

To implement a successful micro-learning-based POSH training program, XYZ Corporation used several strategies and tactics, including:

• Needs Assessment: The organization conducted a needs assessment to identify its employees’ knowledge gaps and training needs related to sexual harassment.

• Micro-learning: XYZ Corporation developed bite-sized modules on various topics related to POSH, such as types of workplace harassment, how to report harassment, bystander intervention, and legal compliance.

• Gamification: The organization used gamification elements like quizzes and interactive scenarios to make the training engaging and interactive.

• Regular Reinforcement: XYZ Corporation ensured regular reinforcement of the training material through reminders, follow-up quizzes, and on-the-job applications.

• Measurement: The organization measured the effectiveness of the training through feedback surveys and tracking the number of incidents reported.

The lessons learned from the successful implementation of microlearning-based POSH training at XYZ Corporation that can be applied to your organization include:

• Conduct a needs assessment to identify the knowledge gaps and training needs of employees related to workplace safety.
• Develop bite-sized modules that are engaging, interactive, and easy to consume.
• Use gamification elements to make the training fun and engaging.
• Reinforce the training through regular reminders and on-the-job application.
• Measure the effectiveness of the training through feedback surveys and tracking the incidents reported.

Wrapping It Up

By following the strategies and tactics mentioned above, organizations can create a successful microlearning-based POSH training program that effectively educates employees and creates a safe and respectful work environment.

Plus, companies should choose a delivery method that is accessible and appropriate for the content of the training, and they should use a variety of media to make the training engaging and interesting for employees. By following these tips, organizations can ensure that their microlearning-based POSH training has the desired impact and improves workplace safety.

Ad: PlayAblo’s Enterprise-Grade Micro-Learning platform is built for millennial learners. Micro-Learning, assessments, and gamification features ensure learning outcome measurement and sustained engagement.
Find out more and request a custom demo!