Shirley J. Caruso, M.A.
A driving force that is causing organizations to lean toward on-demand learning rather than instructor-led training is the ailing economy. The economy paves the way for a future that will keep the trend of on-demand learning profitable for the human resource development (HRD) professional. Organizations are realizing that resources are lost when time is consumed sending their employees to training. Organizations are learning from experience that instruction is ineffective for concepts that must become second nature to the employee.
Organizations are realizing that Job Aids in conjunction with training can reduce the length of training and reduce the amount of resources (time and money) spent. The use of Job Aids can efficiently supplement training, leading to an educated workforce with on-demand access to information they need. Organizations can realize customer satisfaction and enhanced employee performance leading to increased profitability when they successfully implement a learning strategy that connects content and learners. On-Demand Learning can be tracked, measured and leveraged by the organization when the learning is shared throughout the organization.
Organizations are viewing On-Demand Learning as a critical new tool. Today, employees are overwhelmed with immense volumes of information. Organizations need to bridge the knowledge gap by providing users with critical information as they are performing day-to-day activities. I think that organizations combining formal and informal learning, blended into the way that users work, are much more likely to produce high-performing, knowledgeable business professionals. In addition, organizations can make more informed decisions about investments in future learning assets by gaining insight into the use and relevance of On-Demand Learning.