“Streaming on Demand” is known by almost everyone thanks to Netflix, Spotify, and others, but what does “Learning on Demand” mean? In this article, we will show you how to create useful knowledge libraries for continuing education in companies and successfully implement the current learning trend.
A note in advance: Of course, Learning on Demand does not reinvent the wheel. However, this learning trend especially saw a significant upswing in 2020 and became increasingly popular due to social distancing and more home office work. Why this is the case will be clarified in this article.
What does “Learning on Demand” mean?
“On Demand” means something like “on request” or "upon request" and is often used as an additive term for services or goods, according to Wikipedia. On-demand systems often have real-time requirements and thus must be particularly flexible.
In the context of continuing education, "on Demand" mainly refers to the fact that the content is available exactly when it is really needed – that is, around the clock directly in everyday work. Learning on demand thus adapts to the work situation of each individual and is therefore also suitable for work outside the office.
For this approach to work, the content must be particularly easily accessible. Short, clearly structured learning materials help employees quickly find and immediately apply information. This immediate availability is what makes Learning on Demand an essential component of modern continuing education.
By the way: According to a survey by eLearning Learning, Learning on Demand is the most influential trend for companies in 2020 and will not be overlooked in the future! They define on-demand learning as a training strategy that gives learners access to knowledge-based content in real time.
Learning on Demand offers companies a new way of learning that requires high flexibility in the individual learning process. Digital learning methods such as e-learning, mobile learning, and especially micro-learning are perfectly suited for this, as they are available anytime and anywhere.
Learning on Demand: Employees can look up information directly in the knowledge repository on an online platform in case of uncertainties.
4 Advantages of Learning on Demand in Companies
You save time, because the missing knowledge can be developed directly in the work situation with the help of the provided learning content. Knowledge gaps are thus closed directly on the spot, without lengthy continuing education courses.
You have lower expenses, because additional costs for continuing education and training only arise in acute educational needs. Due to the lower time expenditure, the measures are generally cheaper.
The learning motivation in e-learning increases, as employees can independently acquire specific knowledge for their area of responsibility. This commitment helps retain the learned material even better in memory.
You create practical relevance, as the continuing education content is closely linked to the everyday tasks of the employees. By agile learning in the workplace, you simultaneously increase the overall work efficiency of the company.
Practical Examples of Learning on Demand: Digital Learning Libraries for “Just-in-Time” Learning
A good example of on-demand learning are internal company learning libraries that serve your employees as a reference tool at any time. Learning in the workplace must occur on the spot and be tailored to the individual needs of your employees.
We at blink.it particularly like to use the following measures for our own learning library, fully 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 at any time on the blink.it platform.
2. Video Tutorials & Screencasts
With screencasts, we show new employees how to create courses using blink.it themselves.
3. Checklists for Standard Procedures
Checklists help employees quickly complete routine tasks and refer back whenever needed.
4. Collection of Definitions for Reference
A clear definition of the most important terms is fundamental for all employees in companies.
Things to Consider for Learning on Demand
1. Give Your Employees Time for Reference
In many companies, employees lack the time to continue their education. This also applies to acute knowledge gaps. Therefore, learning times help employees take their education into their own hands. In acute problems, they can take the time with a clear conscience and read up on the missing information.
2. Designate 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 responsible person who takes care of the regular review of the content and replaces it if necessary.
3. Create a Structure for All Information
To save time, your learning content needs a universal structure that is understandable for all employees. This applies not only to your learning library itself – individual documents in your library should also be structured according to a principle. You can clearly structure videos, for example, with the help of a speaker's clock. This makes it easier for both creators and readers to find information quickly later on.
4. Find a General Place for All Content
Finally, the most important point: Any organization and great content are of little help without a suitable storage location. You should create your library on a platform that is available anytime and anywhere and as easy-to-use as possible. This ensures that all employees can quickly find their information.
Conclusion
Learning on Demand shows how continuing education works when knowledge is available exactly when employees truly need it in their everyday work.
Digital learning libraries enable companies to make knowledge permanently accessible and offer employees quick support in the work process. Instead of waiting for scheduled training, employees can access information at the moment of need.
For this approach to work successfully, structured content and a clear organization of the knowledge repository are essential. Process documentation, videos, checklists, or definitions are particularly suitable because they are quickly understandable and can be easily accessed at any time.
This gradually creates a knowledge base that supports employees in their everyday tasks while also strengthening continuous education within the company.
Updated on 06.03.2026
