Thanks to Netflix, Spotify and co., almost everyone is familiar with "Streaming on Demand", but what does "Learning on Demand" mean? In this article, we show you how to create useful knowledge libraries for corporate training and successfully implement this current learning trend.
A quick note beforehand: Of course, Learning on Demand is not reinventing the wheel. However, the learning trend experienced an enormous boost, especially in 2020, and became increasingly popular due to social distancing and more working from home. We explain why in this article.
What does “Learning on Demand” mean?
"On Demand" essentially means "upon request" or "on call" and, according to Wikipedia, is often used as a suffix for services or goods. On-demand systems are often subject to real-time requirements and must therefore be particularly flexible.
In the context of further training, "on Demand" primarily refers to the fact that the content is available exactly when it is actually needed – meaning 24/7 directly in daily work life. On-demand learning thus adapts to the work situation of each individual and is therefore also suitable for working outside the office.
For this approach to work, the content must be particularly easy to access. Short, clearly structured learning materials help employees find information quickly and apply it immediately. It is precisely this immediate availability that makes Learning on Demand an important component 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 this requires high flexibility in the individual learning process. Digital learning methods such as e-learning, mobile learning and, above all, microlearning are perfect for this because they are available anytime, anywhere.
Learning on Demand: Employees can look things up directly in the knowledge collection on an online platform when in doubt.
4 Advantages of Learning on Demand in Companies
You save time because missing knowledge can be acquired directly in the work situation with the help of the provided learning content. Gaps in knowledge are thus closed right in the moment, without complex training courses.
You have lower expenses because additional costs for further training and courses only arise in the case of acute training needs. The measures generally become cheaper due to the reduced time required.
The learning motivation in e-learning increases because employees can acquire specific knowledge for their area of responsibility independently. Through this commitment, the learned content stays in memory even better.
You create practical relevance because the training 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 work for your employees at any time. Learning at the workplace must happen in the moment 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, completely 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
We use screencasts to show new employees how to create courses themselves with blink.it.
3. Checklists for fixed workflows
Checklists help employees complete routine tasks quickly and look them up again and 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 keep in mind with Learning on Demand
1. Give your employees time to look things up
In many companies, employees lack the time to pursue further training. This also applies to acute gaps in knowledge. Therefore, designated learning times help employees take their further training into their own hands. In the event of acute problems, they can take the time with a clear conscience to read up on the missing information.
2. Appoint a contact person
To ensure that your learning library is helpful for all employees, it must always be kept up to date and regularly maintained. If new tools or processes are introduced, they should be well-documented and added to your learning library. Appoint a responsible person to take care of regularly checking the content and replacing it if necessary.
3. Create a structure for all information
To save time, your learning content needs a universally valid 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 built according to a system. For example, you can clearly structure videos with the help of a speaker timeline. This makes it easier for both the creators and the readers to find information quickly later on.
4. Find a common location 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 set up your library on a platform that is always and everywhere available and built as simply as possible. This guarantees that all employees can find their information quickly.
Conclusion
Learning on Demand shows how corporate training works when knowledge is available exactly when employees actually need it in their daily work.
Digital learning libraries enable companies to make knowledge permanently accessible and to offer employees fast support in the work process. Instead of having to wait for scheduled training courses, employees can retrieve information exactly at the moment of need.
For this approach to work successfully, it primarily requires well-structured content and a clear organization of the knowledge collection. Process documentation, videos, checklists, or definitions are particularly suitable for this because they are quickly understood and can be accessed again at any time.
This gradually creates a knowledge base that supports employees in their daily routines while strengthening continuous learning in the company.
Frequently Asked Questions and Answers
What does Learning on Demand mean in corporate training?
Learning on Demand describes learning content that is available at any time and exactly at the moment of need. Employees can access information directly in their daily work instead of being dependent on fixed training dates.
Why is microlearning particularly well-suited for Learning on Demand?
Short and clearly structured learning units help employees find the required knowledge quickly and apply it immediately. This allows learning to be better integrated into ongoing work processes.
What content is particularly suitable for digital learning libraries?
Process documentation, video tutorials, checklists, and collections of definitions are particularly suitable. These formats allow for quick reference and support employees with specific tasks in their daily work.
Why is a clear structure crucial for Learning on Demand?
To ensure employees find information quickly, learning content must be logically organized and structured consistently. A clear structure saves time, reduces frustration, and increases the acceptance of the knowledge library in the company.
