Learning on demand refers to a training approach where knowledge and skills are provided not in advance, but precisely at the moment they are needed. This needs-based eLearning strategy emphasizes cost-effectiveness in corporate training, particularly in contexts where company-specific knowledge is essential.
For businesses, preemptively training employees can often be resource-intensive and inefficient—especially when knowledge is unlikely to be applied immediately. Instead, learning-on-demand systems offer targeted, flexible solutions. As highlighted by Sampson and Schenone (2002), modern platforms enable employees to bridge specific knowledge gaps as they arise, using tools such as digital dictionaries, support systems, or modular learning units.
The Federal Ministry of Economics and Labor (2004) identified learning on demand as a practical method to enhance workplace performance. By allowing employees to apply newly acquired knowledge right away, this approach supports faster, more effective task completion.
Often referred to as just-in-time learning, this method typically occurs on-site, directly at the employee’s workstation. However, its success relies on thoughtful integration into daily workflows and schedules. Without proper planning, learning can be overshadowed by other job responsibilities or disrupted by interruptions. Moreover, the urgency tied to applying new knowledge can lead to rushed or superficial learning experiences.
Despite these challenges, learning on demand offers a powerful advantage: immediate application of knowledge reinforces retention and deepens understanding. As a result, this approach often ensures a more efficient and sustainable transfer of skills compared to traditional training models.
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