Netflix, Amazon and others have shown how to make information and entertainment instantly available on-demand. It’s a model that works - and people like it. So how can you apply it to your learning?
Start by creating a central hub of your learning resources, including your digital assets - such as videos, digital books, infographics and e-learning - and your virtual and face-to-face delivery options. If you add a summary of each resource showing what’s covered and the duration - as well as user reviews - employees will be able to quickly and easily search for the right solution to meet their needs, whether they want a short burst of learning, a quick refresher or to develop or hone their skills.
This is the way learning is developing. What’s more, you don’t have to ‘sell’ this on-demand concept to your employees. They’re already fully familiar with it at home!
Interestingly, there’s now a new way to deliver curated content online via any device. A ‘fluidbook’ is an interactive, digital learning tool that combines words, images, videos, activities and links, in a ‘modern’, graphical, engaging format. Effectively, it’s a new-style digital book that provides instant, relevant and memorable learning in one place. Fluidbooks are designed to suit different learning styles, so learners can watch, read or try out the learning. Because the content is accessible from anywhere, online or offline, fluidbooks can support learning ‘in the moment’ or provide refresher training at the point of need. For example, a fluidbook may give me the quick tips I need just before I’m due to have a difficult conversation. The content could also be used to ‘excite’ me, or to impart some baseline information to get me thinking, before I take part in a face-to-face session. The flexibility of these resources means they can not only add value in training but also in internal communications.
A key benefit of combining all your resources, including fluidbooks, into a central learning hub is the analytics you’ll receive. For example, you’ll get to know your most popular learning assets and the trending topics in your organisation. These insights can be fascinating for L&D and they can help you make smarter decisions about which learning resources to develop in the future.
The on-demand model also allows individuals to take responsibility for their own learning. This has long been a desirable goal for organisations. It becomes achievable if you truly have the right options available that people can search, find and use when the need arises.
Of course, the principal benefit of on-demand learning is that employees will get the learning they need when they need it. This will help them to be more effective, more productive and more engaged. In turn, that can improve retention and it can enhance your employer brand.
Hemsley Fraser is a market-leading provider of leadership and management training, soft skills, digital learning and managed learning. Click here to see the company’s new library of fluidbooks, which cover commonly-requested learning topics https://www.hemsleyfraser.co.uk/digital-books or contact Hemsley Fraser for advice on creating a central learning hub.