Everyone knows "Streaming on Demand" thanks to Netflix, Spotify, and others, but what does "Learning on Demand" mean? In this article, we show you how to create useful knowledge libraries for continuing education in companies and successfully implement the current learning trend.
A note beforehand: Of course, Learning on Demand does not reinvent the wheel. However, the learning trend especially gained enormous momentum in 2020 and became increasingly popular due to social distancing and increased remote work. We clarify why in this article.
What does "Learning on Demand" mean?
"On Demand" means as much as "upon request" or "on call" and is often used as an additional term for services or goods according to Wikipedia. On-demand systems are often subject to real-time requirements and must therefore be particularly flexible.
In the context of continuing education, "on Demand" primarily means that the content is available exactly when it is truly needed - that is, around the clock directly in the everyday work. Learning on demand adjusts to the work situation of each individual and is therefore also suitable for work outside the office.
By the way: According to a survey by eLearning Learning, Learning on Demand is the most influential trend for companies in 2020 and is also indispensable in the future! They define on-demand learning as a training strategy that provides learners with access to knowledge-based content in real-time.
Learning on Demand offers companies a new way of learning, which requires high flexibility in the individual learning process. Digital learning methods like E-Learning, Mobile Learning, and especially Microlearning are perfect for this, as they are available anytime and anywhere.
Learning on Demand: Employees can look up directly in the knowledge collection on an online platform in case of uncertainty.
4 advantages of Learning on Demand in companies
You save time, as the missing knowledge can be acquired directly in the work situation with the help of the provided learning content. Knowledge gaps are thus closed directly in the situation without a complicated training course.
You have lower expenses, as additional costs for training and courses only arise when there is an acute need for education. The measures generally become cheaper due to the lower time expenditure.
The motivation to learn in e-learning increases, as employees can independently acquire specific knowledge for their area of responsibility. Through this commitment, the learned content remains even better in memory.
You create practical relevance, as the continuing education content is closely linked to the daily tasks of the employees. By promoting agile learning in the workplace, you simultaneously increase the efficiency of the entire company.
Practical examples of Learning on Demand: Digital learning libraries for "just in time" learning
A good example of on-demand learning is internal company learning libraries that serve your employees as a reference work at any time. Learning in the workplace must happen in the situation and be tailored to the individual needs of your employees.
We at blink.it particularly enjoy using the following measures for our own learning library, in the spirit of Learning on Demand:
Process documentation
Video tutorials
Checklists
Collection of definitions
1. Process documentation with explicit examples
This is how we create the graphics for our blog articles. The document with all the steps is available on the blink.it platform at any time.
2. Video tutorials & screencasts
With screencasts, we show new employees how to create courses with blink.it themselves.
3. Checklists for fixed processes
Checklists help employees quickly complete routine tasks and look them up again as needed.
4. Collection of definitions for reference
A clear definition of the most important terms is fundamental for all employees in companies.
What you should consider with Learning on Demand:
1. Give your employees time to look things up
In many companies, employees lack the time to further their education. This also applies to acute knowledge gaps. Therefore, learning times help employees take their education into their own hands. In case of urgent problems, they can confidently take the time to read up on the missing information.
2. Appoint a contact person
For your learning library to be helpful for all employees, it must always be up to date and regularly maintained. When new tools or processes are introduced, they should be well documented and added to your learning library. Appoint a person responsible for regularly checking the content and replacing it if necessary.
3. Create a structure for all information
To save time, your learning content needs a general structure that is understandable for all employees. This applies not only to your learning library itself - the individual documents in your library should also be structured according to a principle. For example, you can structure videos clearly with the help of a timer. This makes it easier for both creators and readers to find the information quickly later on.
4. Find a common place for all content
Lastly, we come to the most important point: Any organization and great content are of little help without an appropriate storage location. You should create your library on a platform that is always and everywhere available and as simple as possible. This ensures that all employees can quickly find their information.
Conclusion:
Learning on Demand is especially a valuable method for new employees, as it provides good support in the work process during the initial period. We at blink.it actively use the above examples for our own onboarding process. Over time, we have created an extensive learning library, entirely in the spirit of Learning on Demand!
We hope that this article was able to provide you with some useful ideas and wish you much success with Learning on Demand!
