JMIR Publications

ABSTRACT

Background:

Elderly care organisations face challenges today due to high personnel turnover and pandemic-related obstacles in conducting training and competence development programs in a time-sensitive and fit-for-purpose manner. Digital microlearning is a method that attempts to meet these challenges by more quickly adapting to the educational needs of organisations and individual employees in terms of time, place, urgency, and retention capacity, than more traditional competency development methods.

Objective:

To determine if and how an application-based digital microlearning intervention can meet elderly care organisations’ personnel competency development needs in terms of knowledge retention and work performance.

Methods:

This study assessed the use of a digital microlearning application which was at the testing stage in the design thinking model among managerial (N=4) and operational (N=22) employees within three elderly care organisations. The app was used to conduct pre-determined competency development courses for the staff. Baseline measurements included participants´ previous training and competency development methods and participation, as well as perceived needs in terms of time, design, and channel. They then were introduced to and used a digital microlearning application to conduct two courses on one or more digital devices, schedules, and locations of their own choice during a period ~1 month. The digital application and course content, perceived knowledge retention and work performance and satisfaction were individually assessed via survey upon completion. The survey was complemented with four semi-structured focus group interviews which allowed participants (in total 16 individuals; 6 managerial-administrative employees and 10 operational employees) to describe their experiences with the application and its potential usefulness within their organisations.

Results:

The proposed advantages of the digital microlearning application were largely confirmed by the participants’ perceptions, particularly regarding ease of use and accessibility, and efficiency and timeliness of knowledge delivery. Assessments were more positive among younger or less experienced employees with more diverse backgrounds. Participants expressed a positive inclination towards using the application, and suggestions provided regarding its potential development and broader use suggested a positive view of digitalization in general.

Conclusions:

Our results show that application-based digital microlearning appears to be an appropriate new method for providing personnel competency development within the elderly care setting. Its implementation in a larger sample can potentially provide more detailed insights regarding its intended effects.