Many L&D and HR professionals are discovering the benefits of Just-in-Time Learning Technologies for their employees but, the big question is: how to best implement them? This trend is in part prompted by the shift from mandatory to self-service learning: From the “you have to do this” to “look at this if you find it useful”.
As a result, L&D departments need to ‘market’ the content better (e.g. make it more engaging). Similarly, they need to associate or tag the material with particular challenges – in order to increase the relevance of digital learning materials. So, when looking at Just in Time learning you need an understanding of user motivations and their access to the learning objects. What you’re ultimately trying to provide for employees is convenience: ease of accessing information for learning.
Firstly, you need to make sure the information is ‘tagged’. This means ‘slice and dicing’ the learning so that the content can be easily associated with the task at hand. A manager under pressure is not likely to peruse an e-learning module on Strategy and Change. But he/she is more likely to look at ‘Managing team conflict’ if indeed that is the context at hand.