Bite size learning

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  • Many organisations would like to get involved in Learning at Work Day, but because of the type of business, for example, a hospital, or a busy call centre, it seems impossible to allow employees time away from their duties. Bite-sized learning means organisations lose very little work time, but gain so much in the long run.


  • Small chunks of formal training of an hour or two and in varying formats, perhaps linked with other techniques such as e-learning.
  • CIPD 2010

4. Cons Pro

  • can make planning learning events more complex.
  • Less disruptive and easier to fit into the normal working day
  • Eliminate information overload
  • Does not put to much pressure on the employees
  • Gives employee the ability to focus

5. Application of Bite-Sized Learning participants can view selected bite-sized modulesto assess their current knowledge and to learn specific topics based on the identified gaps. This ensures that everyone is at an equal starting point for the classroom session. This pre-class efforts are done in private and can be completed on the learners schedule Prior to the classroom experience 6. Application of Bite-Sized Learning is completed, bite-sized modules provide follow-up on key topics. Content can be reviewed, applied through simulation, and then tested for understanding. This effort can be spread over a specific period to maximize retention of knowledge and application to the job. Since these modules are short, they can be reviewed when needed and as often as needed . After the classroom instruction 7.

  • Knowledge can be delivered via various learning intervention to the learner, having the right match between the knowledge needed and the appropriate intervention will depend on the context( which include the learners learning style, organisational culture, processes, work environment, cost of learning etc) in order to make learning effective .Bite-Size Learning affords the learner the opportunity to learn in small chunks than taking it in whole e.g Modular learning.


  • CHARTERED INSTITUTE OF PERSONNEL AND DEVELOPMENT. (2010)Learning and talent developmentLondon: CIPD
  • Wikipedia