Phillips Consulting

In the dynamic and constantly changing realm of business today, companies are always looking for new strategies to improve the skills and productivity of their workforce. Mobile learning has stood out as an impactful resource in achieving this goal. This article highlights the substantial role mobile learning plays in the work environment, pointing out crucial statistics and trends demonstrating its increasing significance and how organisations can benefit from utilising Mobile Learning strategies. It also recognises the challenges that may hinder the impact of mobile learning and recommends creating and sustaining an effective mobile learning strategy in the workplace.

According to projections by Mordor Intelligence, the Mobile Learning market was valued at USD 76.08 billion in 2024 and is expected to expand to USD 230.12 billion by 2029. This indicates a 24.78% compound annual growth rate (CAGR) between 2024 and 2029. The market’s significant growth is largely driven by the rising global usage of smartphones and the growing demand for flexible learning options.

Below are some ways mobile learning impacts the workplace, thus helping organisations create a business case for adopting similar initiatives.

1. Increased Learning Engagement

In today’s workforce, where high turnover rates are a common challenge, the key to keeping employees on board lies in engaging them effectively, and mobile learning plays a significant role as it transforms daunting tasks into manageable ones. Millennial employees are particularly drawn to mobile learning, as it aligns more closely with their consumption habits on social media, unlike traditional Learning & Development (L&D) methods tied to desktops or face-to-face sessions.

Findings also show that learners can finish their courses 45% quicker on mobile devices than on computers.

The flexibility offered by mobile learning technologies allows employees to access concise, bite-sized learning materials at any hour and from any location. This empowers employees as it seamlessly fits learning into their daily routines, thus making it far more convenient and accessible.

2. Improved Knowledge Retention

Studies suggest that when learners use their mobile devices for educational purposes, they experience 95% better knowledge retention than traditional learning approaches. This significant improvement in memory retention can be linked to how mobile learning adapts to the innate ways people learn and remember by leveraging specific strategies and functionalities.

Notably, the format of bite-sized learning modules perfectly complements today’s workers’ hectic lives, allowing them to engage with educational content more regularly and in shorter bursts. Just-in-time access to learning content anytime and anywhere also plays a crucial role in creating a more consistent and captivating learning experience.

3. Cost Optimisation

Mobile learning frequently utilises microlearning strategies, presenting information in short, targeted segments that are simpler to absorb, effectively minimising the duration of employee training. The concise learning content enables employees to resume tasks more quickly, reducing expenses linked to downtime and diminished productivity. Additionally, studies indicate that mobile learning slashes traditional employee training expenses by half, underscoring its importance for organisations incorporating this approach into their development initiatives.

4. Increased Productivity

Adopting mobile learning strategies can significantly enhance employee efficiency, with businesses potentially saving upwards of 240 hours of productivity annually. This boost in productivity stems from the on-demand access to learning resources, equipping employees to swiftly integrate new competencies and pertinent information into their daily tasks.

5. Collaborative and Social Learning

The social features of mobile learning encourage collaboration and knowledge sharing among peers. Features such as chat groups and social media integration enable learners to discuss ideas, solve problems collectively, and share resources, experiences and achievements within the organisation and on social media platforms. This collaborative environment promotes continuous learning and nurtures critical thinking and problem-solving skills.

Challenges & Recommendations

Even though mobile learning has many benefits for improving workplace training and development, its effective integration necessitates a careful and smooth process. Employees need a well-planned adoption strategy to make sure to take advantage of the full advantages of mobile learning. When integrating mobile learning in the workplace, take into account the following specific actions:

Assure User-Friendly Technology: It is essential to provide educational materials that are responsive to a range of screen sizes and devices. Easy navigation should be made possible by the mobile learning platform’s intuitiveness and usability. Employees who could work in places with little to no internet availability also need access to offline learning options. This adaptability guarantees that network problems do not impede learning by enabling users to download learning content whenever it is most convenient.
Relevant and Engaging Content: Learning materials should be brief and simple to understand to increase retention and engagement. The learning process can be greatly improved by utilising bite-sized content, such as videos, quizzes, and visually appealing infographics. This results in faster access to and consumption of learning materials and makes learning feel seamless and impactful.
Leadership Buy-In: For mobile learning to attract the desired impact, organisational leaders’ support is essential. Employee buy-in can be greatly influenced by motivating leaders to actively use mobile learning technologies themselves and to promote the advantages to their teams. A learning culture is promoted, and the value of professional development inside the company is reaffirmed when staff members observe their leaders using technology.
Staff Support: Specific support measures could be required to make mobile learning accessible to all employees. For instance, offering internet connectivity might make it simple for employees to download required content for offline usage and access learning applications. Additionally, companies should consider providing gadgets or stipends to workers needing access to appropriate mobile technology. These initiatives show a dedication to fostering an inclusive classroom where staff development is given priority.
Awareness Campaign: Starting internal marketing campaigns can help increase staff members’ knowledge of the mobile learning materials available to them. To continuously engage employees, campaigns can include instructional workshops, posters, email newsletters, and continuous contact through intranet platforms. Employees can be encouraged to use these resources by showcasing testimonies, sharing success stories, and describing the particular advantages of mobile learning. Building excitement about mobile learning may greatly increase engagement and promote an ongoing learning culture within the workplace.

By implementing these key actions, organisations can create an effective and sustainable mobile learning strategy that empowers employees and maximises the potential of their workforce.

Conclusion

The influence of mobile learning in the workplace is significant and diverse. It enhances employee engagement and knowledge retention, lowers training costs, and boosts productivity, offering a range of advantages that boost organisational productivity. With ongoing technological advancements, mobile learning is anticipated to increase, revolutionising workplace training and development. Adopting mobile learning enables organisations to build a more involved, effective, and flexible workforce, equipping them to navigate the future challenges of the business world.

At Phillips Consulting, we deliver applications and services embedded with mobile learning capabilities. This assists organisations in training their workforce precisely when needed. Why not get in touch with one of our consultants via digitallearning@phillipsconsulting.net? We can partner with you to build learning and adoption in your workforce for superior business expansion and increased productivity.

Written by: