Buzzword Decoder: Just-in-Time Training

Online and mobile eLearning are ideal platforms for deliveryof just-in-time training, which is sometimes called just-in-time learning.Just-in-time training refers to information delivered to learners at the momentthey need it and to the location they need. Just-in-time training can replaceor enhance more traditional training usually delivered in one or more longersessions.

A related concept is microlearning—creating highlyaccessible, very short, focused training on individual procedures or concepts.The two are often discussed (and delivered) together. Delivering short, focusedcontent on demand is part of a general trend toward giving learners greatercontrol over how and when they consume eLearning content.

In this short article, I present the reasons you shouldconsider just-in-time training, some approaches to designing and delivering it,and the benefits.

Deliver short content in a variety of formats

Requiring learners to sit through hours of scheduledtraining or complete lengthy asynchronous online courses often wastes time andcan damage employee morale, particularly if a significant portion of the coursematerial is not relevant to the learner. Some training teaches employees toperform tasks that they won’t need to do for weeks, months—or ever. Adopting ajust-in-time training approach allows learning designers and developers toreplace some of what has been taught in traditional eLearning or in-personcourses. Instead of in-depth modules covering multiple concepts or skills, thejust-in-time modules are short and punchy—and narrowly focused. They might bevideos, simulations, diagrams, games, or step-by-step instructions; thejust-in-time approach works with any format. Learners access only the segmentsthey need.

Just-in-time training should be available in thoroughlyindexed, searchable apps or websites. With searchable, accessible modules,learners can find the lessons they need, watch or read the material in a fewminutes, and get on with the task. Crucially, they can do all of this withoutinterrupting their workflow or being burdened with unnecessary information.

Companies can deliver just-in-time training via the web, tomobile devices, or as checklists, reminder cards, or other job aids posted (physicallyor electronically) wherever they might be needed. Think of the diagrams sketchedon stickers for clearing copier paper jams or replacing the printer toner thatare handily located inside the appropriate compartments. Online apps ordatabases of training nuggets fit seamlessly into office workflow, while asearchable phone app allows employees on the go—sales or delivery personnel,for example—to take training with them and look up procedures or informationthe instant they need it. An additional advantage to presenting just-in-timetraining online or via mobile devices is that you can update training modulesmore quickly, easily, and inexpensively than the longer, deeper traditionaleLearning modules or printed materials. And you can develop new modules astechnology changes, new compliance standards or policies are adopted, or newlearning needs arise.

Focus on performance support

Microlearning and just-in-time modules are a great way toboost and support employee performance. Readily available product information,refreshers on how to complete a multistep procedure, answers to employee orcustomer questions available on demand: All enable employees to do their jobsbetter and more efficiently. And these modules integrate with existing trainingor exist alongside deeper or more concept-focused eLearning.

Short just-in-time learning nuggets might replace someexisting longer-format training, but where just-in-time modules really shine isas a complement to deeper training courses. A company might trim several daysof in-person training of new sales reps down, covering broad policies and goalsin a short group learning event, then provide the new reps with an app thatanswers their questions, offers product demos and fact sheets, and providesother information they’ll need at their fingertips while on sales calls. Alearning management system that allows collaboration and employee contributionscould allow employees to share tips and tricks, thus becoming an organic formof just-in-time training that deepens and permits sharing of the knowledge andprocesses that learners use frequently.

Creatingjust-in-time training is not necessarily quicker or easier than creatingtraditional training modules. Designers of just-in-time training must thinkabout a process or skill from every angle and anticipate learners’ questionsand problem areas. They must then devise short, to-the-point materials thatresolve or address each of these issues and present that information in anengaging manner. But this approach might work better for some types ofinstruction than traditional courses. Learners might find that the immediatereinforcement of a new skill—performing it or meeting with a client to presentproduct info moments after completing the training—enhances their ability toretain the new knowledge. And if they don’t? The needed information is close athand when they need a refresher.