“Streaming on Demand” is something everyone knows 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, the learning trend, especially in 2020, saw a tremendous upswing and became increasingly popular due to social distancing and more remote work. We will clarify why in this article.
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What does “Learning on Demand” mean?
“On Demand” means as much as “on request” or "upon request" and is often used as a term supplement for services or goods, according to Wikipedia. On-demand systems often face real-time requirements and must therefore be particularly flexible.
In the context of continuing education, "on Demand" primarily refers to the fact that the content is available exactly when it is really needed – that is, around the clock directly in the workday. Learning on demand adapts to the work situation of each individual and is therefore also suitable for work outside of the office.
By the way: According to a survey from eLearning Learning, Learning on Demand is the most influential trend for companies in 2020 and will remain indispensable 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 microlearning are designed for this, as they are available anytime and anywhere.
Learning on Demand: Employees can directly reference the knowledge collection on an online platform in case of uncertainties.
4 Advantages of Learning on Demand in Companies
You save time, as missing knowledge can be directly acquired in the work situation using the provided learning content. Knowledge gaps close directly in the situation, without a cumbersome training course.
You have lower expenses, as additional costs for training and courses only incur in the case of acute educational needs. The measures become generally 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. This commitment helps the learned content stay in memory even better.
You create practical relevance, as the continuing education content is strongly linked to the daily tasks of the employees. Through agile learning at the workplace, you simultaneously increase the work 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 as a reference tool for your employees at any time. Learning at the workplace must happen in the situation 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, 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 graphics for our blog articles. The document with all 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 refer back to them 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 continuing education into their own hands. In case of acute problems, they can take the time, guilt-free, to look up the missing information.
2. Appoint a contact person
For your learning library to be helpful to all employees, it must 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 monitors the regular review of the content and exchanges 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 – also the individual documents in your library should be structured according to a principle. For example, you can clearly structure videos with the help of a speaker clock. This makes it easier for both creators and readers to quickly find the information later.
4. Find a common place for all content
Last but not least, we come to the most important point: Any order and great content are of little help without a suitable storage location. You should create your library on a platform that is always and everywhere available and as simple as possible. This guarantees that all employees can quickly find their information.
Conclusion:
Learning on Demand is especially a valuable method for new employees as it provides great support in the work process, particularly during the initial period. We at blink.it actively use the above examples for our own onboarding process. Over time, we have created a comprehensive learning library, entirely in the spirit of Learning on Demand!
We hope that this article has provided you with some useful ideas and wish you much success with Learning on Demand!
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