J. Decker, M. Schumann

University of Goettingen (GERMANY)
Modern learning concepts, such as micro and mobile learning, offer great potentials to combine working and learning. According to human resource experts, they are one possibility to enable more flexible education and training opportunities for employees. A previous exploratory study revealed seven application scenarios for micro and mobile learning in enterprises, based on qualitative interviews. According to this, micro and mobile learning can be used to support individual, collective, situated and collaborative learning in companies. The most frequently stated potentials of these learning concepts are self-regulated learning as well as learning on demand. But which benefits and challenges relate to the use of these learning concepts in enterprises?.

Studies that examine the (expected) benefits and challenges of the learning concepts are missing. Thus, the main goal of this paper is to identify benefits and challenges of using micro and mobile learning in enterprises.

Therefore, we conducted two qualitative, explorative studies by interviewing 26 experts from 17 enterprises. Based on this, we determined (expected) benefits and challenges, which are associated with the introduction and use of micro and mobile learning in organizational settings.

The results show that all companies use classroom trainings and 14 companies are already using e-learning to train their employees. Eleven enterprises integrated e learning into a blended learning concept. Mobile learning is only used in six companies. The results of the interviews show that the experts observe or expect benefits of using micro and mobile learning in their organizations. The identified benefits can be divided into benefits for the employees (e.g. higher flexibility, self-regulated learning) and benefits for the enterprise (e.g. time and cost savings, image/fulfilled expectations of the employees). According to the experts, there are also challenges in the use of micro and mobile learning in enterprises. These can be classified into three categories: technical, economical and didactical challenges (e.g. integration into technological infrastructure, acceptance problems, development and design of learning content).

The results of this paper can contribute to both, research and practice: On the one hand, the identified benefits and challenges can be used as a basis for further research. On the other hand, enterprises get an overview of influencing factors that should be considered when introducing and integrating the new learning concepts within their company.