“Streaming on Demand” is a familiar term 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 employee training in companies and successfully implement the current learning trend.
A quick note upfront: Of course, Learning on Demand does not reinvent the wheel. However, the learning trend experienced enormous growth especially in 2020 and became increasingly popular due to social distancing and more frequent home office work. We explain why in this article.
What does “Learning on Demand” mean?
“On Demand” means something like “on request” or "on call" and, according to Wikipedia, is often used as a term added to services or goods. On-demand systems are often subject to real-time requirements and therefore must be particularly flexible.
In the continuing education context, "on demand" primarily means that the content is available exactly when it is actually needed - that is, around the clock, directly in everyday work. Learning on demand therefore adapts to each individual’s work situation and is also suitable for work outside the office.
For this approach to work, the content must be especially easy to access. Short, clearly structured learning materials help employees quickly find information and apply it immediately. This immediate availability is exactly what makes Learning on Demand an important part of modern training.
By the way: According to a survey by 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, and it requires a high degree of flexibility in the individual learning process. Digital learning methods such as E-Learning, mobile learning, and especially microlearning are ideal for this, as they are available anytime and anywhere.
Learning on Demand: When employees have questions, they can look things up directly in the knowledge collection on an online platform.
4 advantages of Learning on Demand in companies
You save time because missing knowledge can be developed directly in the work situation with the help of the provided learning content. Knowledge gaps are closed right away in the situation, without an expensive training course.
You have lower expenses because additional costs for further education and training are only incurred when there is an acute need for learning. Due to the lower time investment, the measures are generally cheaper.
Learning motivation in e-learning increases because employees can independently acquire specific knowledge for their area of responsibility. Through this commitment, the learned content stays in memory even better.
You create practical relevance because the training content is closely linked to employees’ everyday tasks. By using agile learning at the workplace, you also increase the work efficiency of the entire company.
Practical examples of Learning on Demand: digital learning libraries for learning “just in time”
A good example of on-demand learning is internal company learning libraries, which serve your employees as a reference work at any time. Learning at the workplace must happen in the situation and be tailored to the individual needs of your employees.
At blink.it, we particularly like to use the following measures for our own learning library, fully in the spirit of Learning on Demand:
Process documentation
Video instructions
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 instructions & screencasts
With screencasts, we show new employees how to create courses themselves with blink.it.
3. Checklists for recurring procedures
Checklists help employees complete routine tasks quickly and look things up again whenever 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 pay attention to with Learning on Demand
1. Give your employees time to look things up
In many companies, employees lack the time to continue their education. This also applies to acute knowledge gaps. That is why learning time helps employees take training into their own hands. In the 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 maintained regularly. When new tools or processes are introduced, they should be added to your learning library in well-documented form. Appoint a person responsible for regularly reviewing the content and replacing it if necessary.
3. Create a structure for all information
To save time, your learning content needs a universally applicable structure that is understandable for all employees. This applies not only to your learning library as such - each individual document in your library should also be built according to a consistent principle. For example, you can clearly structure videos with the help of a speaker clock. This makes it easier for both the creators and the readers to quickly find the information later.
4. Find a central place for all content
Last but not least comes the most important point: Any organization and great content are of little use without a suitable storage location. You should create your library on a platform that is available anytime and anywhere and is as simple as possible. This ensures that all employees can quickly find the information they need.
Conclusion
Learning on Demand shows how training works when knowledge is available exactly when employees need it in their day-to-day 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 sessions, employees can access information exactly at the moment they need it.
For this approach to work successfully, it primarily requires well-structured content and clear organization of the knowledge collection. Process documentation, videos, checklists, or definitions are particularly suitable because they are easy to understand quickly and can be accessed again at any time.
This step by step creates a knowledge base that supports employees in everyday work while also strengthening continuous training within the company.
Frequently asked questions and answers
What does Learning on Demand mean in training?
Learning on Demand describes learning content that is available at any time and exactly at the moment it is needed. Employees can access information directly in everyday work instead of depending on fixed training dates.
Why is microlearning particularly well suited for Learning on Demand?
Short and clearly structured learning units help employees quickly find the knowledge they need and apply it immediately. This makes it easier to integrate learning into ongoing work processes.
Which content is particularly suitable for digital learning libraries?
Process documentation, video instructions, checklists, and collections of definitions are especially suitable. These formats enable quick reference and support employees with specific tasks in everyday work.
Why is a clear structure essential for Learning on Demand?
So that employees can quickly find information, learning content must be logically organized and consistently structured. A clear structure saves time, reduces frustration, and increases acceptance of the knowledge library in the company.
Updated on 06/03/2026
