The Why and the How of Effective On-Demand Learning Companies are facing new challenges, forcing them to rethink their training strategies-including how they apply on-demand learning technologies to meet business goals and learner needs. In a recent Bersin & Associates survey, 83% of organizations revealed that they are dealing with major talent challenges caused by an aging U.S. workforce and influx of younger workers. The days of building static new-hire orientation programs and a curriculum of courses to meet employee training needs is coming to a close. The truth is that structured learning programs alone are inadequate to meet the "in the moment" performance needs of the knowledge workforce. To be effective, training content must be delivered in the context of an employees job. Formal learning must co-exist with a wide variety of performance support programs and other "just-in-time" technologies. Therefore, the Learning & Development (L&D) organization must "get out of the way" and create systems and environments that encourage and facilitate the networked organizational learning model. But building on-demand learning solutions requires new sets of skills. Rather than focus solely on building content and delivering blended learning solutions, it forces the organization to partner with IT to establish standards and tools for content development, search, and indexing that make it easy for employees to find just what they need. And it demands a close understanding of employees real daily job roles in order to embed assistance as close to the moment of performance as possible. In a nutshell, it forces the L&D organization to look at its role as a "publisher" and "enabler" not just a "developer."
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In today's ever-evolving job market, continuous learning and skill development have become essential for success. Whether you're seeking to enhance
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