Using On-Demand Learning To Achieve Skill Development Goals
On-demand learning is all about making knowledge accessible to learners right when it suits them. This means that people can access it anytime and anywhere they want. What’s more is that they can choose from a variety of content types, like videos, podcasts, games, blogs, and eLearning courses. In this way, employees can engage with the content without problems regarding availability or preferences. For example, instead of sitting through an in-person training session at a specific time, they simply watch a recorded session that’s available on a video platform. They can also watch it whenever they have time, like during a break on a light workload day. On-demand learning isn’t just convenient; it’s also effective in training your workforce and closing skill gaps. Let’s see exactly how you can achieve that and create a culture of ongoing learning in the workplace.
How To Close The Skills Gap With On-Demand Learning
Identifying The Gap
You can’t really face a problem if you don’t know exactly what it is. Realizing that the root cause of skill gaps might be how fast technology and demands change in the modern workplace makes it much easier for you to spot and solve the issue. But what can you do about that? First, you need to identify all the gaps in your employees’ skill sets. Start by evaluating their performances and collecting enough data to see what needs improvement. This will help you pick the right on-demand learning program that allows you to bridge those gaps quickly. Moreover, you can also involve others in the process. Coaches, trainers, and mentors can conduct a skills gap analysis to highlight the current gaps and help plan for future Learning and Development strategies.
Personalizing The Learning Experience
Every employee is unique and comes from different backgrounds and experiences. On-demand learning is perfect for accommodating that, as it’s a highly flexible way of training your workforce. More specifically, it’s like a hub of resources made for everyone, and all you have to do is choose which one fits your team and team members best. For example, let’s say your organization has subscribed to an on-demand learning platform that’s full of courses for every need. Through your skills gap analysis, you notice that some employees struggle with decision-making. In that case, you can either search for courses designed for that skill or give them the opportunity to do it on their own and choose the one that catches their eye. Traditional training methods don’t offer this level of freedom to employees or their instructors.
Self-Directed Learning
Your employees don’t necessarily need your interference when engaging with on-demand learning. Once you give them credentials for the learning platform, they are free to design their own path. They can choose lessons that meet their professional goals or equip them with skills they believe they need to excel in their role. They’re the ones determining the pace of the lessons and from where they’ll attend them. Of course, you can guide them and give them your opinion regarding what skills they should go after, but the final decision is in their hands. With this level of autonomy, on-demand learning allows employees to take ownership of their professional and personal growth and makes them confident that you trust them with time management and self-discipline.
On-Demand Learning In Workplace Culture
Your efforts in implementing the on-demand learning program will not be successful unless you add it to your company culture. Your workforce needs to understand that this initiative is here to stay and is beneficial for their future in the company and the job market. And what’s a better way to communicate this than by fostering an environment of continuous learning? For instance, you can integrate on-demand learning into the workflow by adding resources to your project management tools or company network. This way, it will be easier for your staffers to progress on a course between tasks. The key is to make everything easily accessible so it’s easier for them to normalize practicing on-demand learning.
The Pros Of On-Demand Learning
Global Accessibility
On-demand learning eliminates borders and time zones, as everyone can access the platform from anywhere in the world. Not only that, but it also gives people the opportunity to find learning content from other countries that they couldn’t otherwise. This creates a global knowledge hub where people from a certain region can share insights with others from across the globe. So, your employees have the chance to come across diverse perspectives and opinions that they can use as inspiration. It’s a great opportunity for your staffers to think outside the box and bring fresh ideas to the table.
Real-Time Updates
On-demand learning is always current. It gets continuous updates about the latest trends in every industry, offering your employees the freshest knowledge. This is extremely important for professionals like marketers or developers who need to keep up with new technology that arises every day. Moreover, by providing your staffers with the latest news, you ensure that the work they produce is relevant and can bring the best results.
Cost Effectiveness
On-demand learning also benefits your company’s budget. This is because you often only pay for the courses you actually need, not a fixed price like it usually happens with traditional training methods. This means that you won’t need to pay for venues to host training sessions or materials like textbooks or instructors. Everything you need is just a click away, and you only pay for what you get, not what you might need in the future. In the long run, this not only saves you money but also lets you invest it in what truly matters.
Microlearning
Microlearning brings mini-lessons to your employees, lasting up to 15 minutes. This is perfect for busy people who barely have time for compulsory corporate training, as they can fit a small session into their schedule. But why is microlearning considered a benefit? Combining on-demand learning with microlearning gives people the freedom to not only choose the time and place they’ll check out the lessons but also reassures them that they’ll complete them fast. Hence, they’ll have more time to focus on other tasks and gain the confidence that they’re finishing their training at a quick rate.
Conclusion
On-demand learning will help you close the skills gap in your teams and create a strong workforce that’s prepared for everything that comes their way. So, don’t hesitate to adopt this approach, even if there may be some potential challenges you’ll have to contend with. The investment is worth it, especially if you consider the low cost and the multitude of benefits you get in return.
