Learning on Demand – Implementing Best Practices

In recent years, the landscape of learning and development has shifted dramatically. No longer are businesses bound by the traditional methods of employee training, such as in-person seminars or lengthy eLearning courses. With the rise of digital and mobile technologies, employees now have access to learning content anytime, anywhere.

Learning on demand is a type of training that is becoming increasingly popular as it offers many benefits to businesses and employees.

What does learning on demand mean?

Learning on demand is a learner-centric approach that allows employees to choose when, where, and how they want to receive training. This type of training provides learners with the ability to gain new skills and knowledge when they need it most, and then apply that learning as required by them.

In contrast to traditional instructional methods which give the in-person trainer complete control over the timing, pace, and setting of the lesson, on-demand training hands that control over to the learner – giving them easy access to educational content whenever they need it.

Why learning on demand is important?

The future of work is increasingly on-demand, and that means that the way we learn needs to adapt as well.  As a business owner or manager, it’s important to be aware of the benefits of learning on demand so that you can implement it in your own company. Here are some of the benefits of learning on demand:

1. It’s convenient

   With this type of learning, employees can learn new skills on their own time, at their own pace. This is a great option for employees who have busy schedules or who work shifts and don’t have regular or convenient access to computer-based training

2. It’s engaging

   Learning on demand is often more engaging than traditional methods of learning since it’s interactive and allows learners to apply what they’re learning in a real-world context.

3. It’s efficient

   Learning on demand can save your company time and money by reducing the need for formal training programs. Most employees would rather take one short, engaging course rather than go through a long, boring classroom session.

   Employees who learn on demand are more likely to retain the information they learned and be able to apply it to their job. This type of learning is also more likely to result in behavior change since it’s focused on real-world applications.

4. It’s flexible

   Learning on demand is flexible and can be customized to meet the needs of your organization and employees. You can choose from a variety of formats, including video, audio, and text-based courses.

   Employees can access learning on-demand courses at any time, from any location. All they need is an internet connection. This is especially beneficial for employees who work remotely or have irregular schedules.

5. It’s scalable

   Learning on demand is scalable, so it can be used by organizations of any size. Whether you have a team of 5 or 500, learning on demand can be an effective way to provide training.

   Another advantage of learning on demand is that it’s cost-effective. You don’t need to pay for classroom space or instructors, and employees can complete courses at their own pace.

Best practices for implementing learning on demand

If you want to make sure your workers are really taking advantage of Learning on Demand, keep these tips in mind:

1. Define your learning objectives

   Before you can start implementing a learning-on-demand strategy, you need to first define your learning objectives. What do you want your employees to learn? What skills do they need to acquire? Once you have a clear understanding of your goals, you can start designing your learning content around them.

2. Consider your audience

   When choosing courses for your employees, it is important to consider their needs and interests. Not all courses will be suitable for all employees. For example, if you have a team of salespeople, they will need different courses than customer service representatives.

3. Create a mix of content types

   To keep employees engaged, it’s important to create a mix of content types that appeal to different learning styles. Include a variety of videos, articles, infographics, and other forms of content to keep things interesting. You can also include quizzes and other interactive elements to ensure that employees are absorbing the material.

4. Choose the right format

   There are many different formats for learning on demand, such as eLearning courses, webinars, and videos. You need to choose the format that will work best for your employees and your company. For example, if you have a team of busy workers, they may not have time to attend a live webinar. In this case, recorded videos would be a better option.

5. Set up a system

   Once you have chosen the courses you want to offer, you need to set up a system for delivering them to your employees. There are many different ways to do this, such as using a learning management system (LMS), setting up a dedicated website, or using a video streaming platform.

6. Evaluate and improve

   Once you have launched your learning-on-demand system, it is important to evaluate its effectiveness and make improvements where necessary. This can be done through surveys, questionnaires, and focus groups.

7. Make it mobile-friendly

   Since employees will be accessing this content on their own time, it’s important to make sure that it’s mobile-friendly. Optimize your content for viewing on smartphones and tablets so that employees can easily consume it while they’re on the go.

By following these best practices, you can ensure that your company is getting the most out of its learning on-demand strategy. Learning on demand provides employees with the flexibility and autonomy they need to learn at their own pace, and when done right, can lead to improved engagement and retention rates.