Using Microlearning Modules in an Integrated Talent Acquisition Framework to Enhance Corporate Talent Management Process

Teemu Patala
Context Learning, Finland

Alan Bruce
Universal Learning Systems, Ireland


The constant change and diversification of modern society are shaping demand for products and services, and the expectations of clients in many businesses/fields. Many traditional jobs and work functions either disappear or change in nature (often to more complex). In many operational positions employees must manage a wider range of issues and responsibilities. For example, gas stations are transforming into integrated energy markets where petrol sales only represent a part of the whole offer. The station’s function might include a full range of food products, catering, postal services, energy solutions (e.g. solar panels), car repair and maintenance services – all under the responsibility of customer service staff. Such new work roles require a wide range of knowledge and expertise (e.g. everything from car-related technical issues to customer service and cleaning) that job seekers seldom have. This change raises the bar for employers to find suitable employees with the required skills who are also motivated and committed to work in the longer term. Employees seldom have a realistic picture about positions they apply for, which may lead to disappointment or even inability to perform all the required work tasks.

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