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Just-in-time learning approach Exploratory Essay

Just-in-time learning is learning that occurs when it is needed by the learner. JIT learning is an important conception in the field of business and it is used mainly by students in honing individual expertise that they require so as to be competitive in the digital age (Harun, 2002). With the superfluity in technology E-learning is an important tool in advancing just-in-time learning.

People can now get information from the internet whenever they need it so long as they have a computer and internet connection. With the penetration of internet into homes and offices most people can now learn when and whenever they want. For instance in Canada most people are now E-learning from their offices and homes when they want to.

E-learning is adaptable hence people can improve their personal skills that they need. Learners don’t have to do full courses but only consume what they need. With E-learning employers can integrate learning with the systems at work for their workers. This is being adopted as the most efficient mode of JIT learning (Brown, 2009).

Just-in-Time learning is a modern approach to learning whereby learning is done only on a need basis unlike in the conventional ways of training. Just-in-time learning is mostly via the internet, E-learning and use of consultants when needed. This is an imperative breakthrough in learning as it has solved many training problems. JIT makes learners seek training when it is necessary unlike when they spontaneously seek learning.

The expenses that would be incurred in transportation are gotten rid of. Time that would be spent being absent from the work place is saved because learning can take place anywhere and at anytime so long as there is internet connectivity.

JIT learning also allows for customized content that will suit the needs of the user of the information. With JIT content is always updated hence one cannot depend on an outdated piece of information. In the long-term JIT is a relatively cheaper form of learning hence should be embraced in every organization (Murray, 2001).

E-learning has been lauded by many as a very effective form of learning; however it also has its own downsides. To start an E-learning program needs a huge start-up cost. There is also the concern of what can be presented using this form of learning. For instance some technical content may need practical learning hence may be unsuitable for E-learning.

E-learning involves use of ICT hence some places that may not have access to these facilities will be at a disadvantage because they do not have access to E-learning facilities. Another drawback with E-learning is that there is non-existent or limited human interaction because the end-user most of the time interacts with the computer and not the teacher or instructor.

Thus it is not easy for the teacher to determine whether the student got the concept or not. It has been noted that some people in organizations are defiant to change thus may not be willing to appreciate E-learning.

Culture is also an impediment in this aspect as it can play a role in resistance to new ways of doing things including E-learning. Finally it needs personal initiative thus this poses a challenge as there is no one to push people to learn (Clark, & Mayer, 2011).

When putting in place E-learning, some variables need to be taken into account so as to ensure its effectiveness. How the learning will take place should be questioned. The return on investing in E-learning should also be factored in when deciding to do E-learning. The source for the E-learning content should also be determined. All this factors will necessitate the need for doing research before laying out E-learning in an organization.


Brown, L. (2009). Just-in-Time Training; On-Demand Learning Platform Drives Firm’s Success. Legal Management, p. 52.

Clark, R. C., & Mayer, R.E. (2011). E-Learning and the science of instruction (3rd ed). San Francisco. Pfeiffer.

Harun, M. H. (2002). Integrating e-Learning into the workplace. The Internet and Higher Education, 4, 301–310.

Murray, D. (2001). E- Learning for the workplace: Creating Canada’s lifelong learners. Conference Board of Canada. Web.

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