Learning on demand is a training strategy that gives a student real-time, anywhere, anytime access to knowledge-based content. So learn when you have time, instead of learning when the classroom opens. How do you respond to this as an organization?
Working at home = learning at home
The shift to digital work has gone very fast. In 2021, 3.5 million people worked from home, according to Statistics London. That is 39 percent of all workers. Most of this group – 2.2 million people – did so occasionally and often not on a fixed day. An identical study has of course not yet been carried out before 2021. But interim research showed that the share of homeworkers has increased significantly compared to the second quarter in 2021. The largest increase can be seen among ICT workers, where the number of homeworkers has doubled to more than 40 percent. But the number of homeworkers has also increased in the creative and linguistic, business and administrative professions and in public administration, security and legal professions. And working at home also means learning at home. In addition, quite a few sectors are currently in their proverbial hole. That is of course very annoying, but at the same time that peace of mind gives your employees the opportunity to retrain and obtain new certificates.
Learn when and how you want
Your employees are no longer bound to a classroom and the digital world no longer holds any secrets from them. This also means that they can learn whenever they want and in the form they like best at that moment. Connect with that. Make sure your LMS offers different learning methods. Think not only of e-books, audiobooks and podcasts, but also videos and augmented reality. And don’t forget to apply gamification. Of course, not every type of training is suitable for every kind of learning. You do not follow a programming course by bicycle, but learning something about time management or communicating with colleagues remotely is also fine in the car or during a run.
Learning à la Netflix
Earlier we gave the tip to watch less Netflix if you want to become a continuously learning person. True. Nevertheless, the Netflix model is also a good example for learning on demand. First of all, it is the on-demand platform of choice. Moreover, it understands the art of cliff hangers. If you ensure that every training part – whether that is an e-learning lesson, a podcast, a video or something else – ends with a good cliffhanger, your employees will be in the next ‘episode’ before they know it. By working with real-life examples, the learning material is more appealing. Apply gamification to learning. By creating some sort of checklist structure, your employees will get a sense of satisfaction and reward when they have completed learning tasks. And finally: offer the learning material in easily digestible and bite-sized pieces. You may not get the same Netflix addiction effect, but you will definitely get better learning outcomes.
Want to know more about how the smart features of the HR Consultant UK learning platform help you offer on-demand learning? Need help to put continuous learning on the agenda and ensure that knowledge development takes on an even more strategic role? We are happy to help you! Please do not hesitate to contact us.