Just-in-time learning, how do you deal with that?

Just-in-time learning, how do you deal with that?

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Technology is developing at a rapid pace, and so are our expectations. Why wait for the six o'clock news when you can find the news in your pocket? Why look forward to the next episode of your favorite series when you can enjoy binge watching? Just-in-time is the new normal, instant gratification is the modern standard. This also affects the way we learn. But how do you deal with this as an organization? In this blog we share 7 tips.

Just-in-time-learning: Learning what you need when you need it

Traditionally, people have followed an education or course that suits their job. With just-in-time learning you learn exactly what you need when you need it. You have to do something new and look for the specific piece of knowledge that is needed for this and apply it immediately. This is a logical consequence of the information age: information and knowledge is within click reach for everyone.

1. Determine which information lends itself to ‘just-in-time'

Just-in-time is not always the best form of learning. Collect data on common workplace problems and observe your employees on the job. Ask your team for suggestions, they know what they are facing and they are the ones who will soon have to get started with the learning solutions. Put yourself in their place to determine what information is most useful to have on hand on a daily basis.

2. Assess what is currently being done

Take a good look around how things are going at the moment. What works? What's not working? What improvised solutions do employees use to solve common problems? What if learning is not accessible and team members don't know how to proceed? Such questions help to gain insight into which training solutions should be available ‘just-in-time'.

Organize the learning categories

If you know which training solutions you want to make available ‘just-in-time', you can start grouping information. Think of learning solutions in the field of onboarding, compliance, company values ​​and processes, applications and programs, sales, leadership and customer service. By using different training categories, your employees can find information quickly and effectively.

4. Use microlearning

By dividing information into relatively small learning units (nuggets) and short-term learning activities, you make information more digestible. By using microlearning, learning is – especially now – easier to sustain and easier to combine with work and the home situation.

Be practical

People learn best when they can relate topics to real world examples. Providing information without any context can lead to subjects going in one ear and the other. If you show how information is actually applied, the information will stick much better. A summary of facts can be helpful, but it will not help employees internalize and develop appropriate behavior. Therefore, make sure that just-in-time learning focuses on the practical application.

6. Find out where to use help

Well-functioning organizations focus on their core competencies. Make use of others for other competences. Why reinvent the wheel? Knowing where your training gaps exist will also help you find out where you need help. Are there competencies within your company that are universally applicable?

7. Find partners who can add value

Nobody holds all the pieces of the puzzle when it comes to the continuously learning organization. Working with a partner is a good way to ensure that you get the basics in order and that your approach has the impact you expect.

Knowing more?

Just-in-time learning is still in its infancy, but one thing that is certain is that just-in-time learning is changing from ‘nice-to-have' to a necessity. Either way, people look for information when they need it. Therefore, make sure that the correct information is available in a good learning platform. This way you prevent your employee from learning anything from a dubious YouTube video. Want to know more about the smart learning platform of HR Consultants UK? Need help to put continuous learning on the agenda and ensure that knowledge development takes an even more strategic role? We are happy to help you! Feel free to contact us without obligation.

Source: Advantage Performance Group



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