In order to answer this question, I think it is important to first identify and understand the nature of learning and performance needs that are 'on-demand'. The way I look at it, only when we apply knowledge, we really learn. I don't think we would make an effort to learn anything, if we did not have the need to apply the knowledge at a specific time in a specific situation in the present or future. This basically means all learning/performance needs are on-demand. This demand may be current or in the future.
With this premise, here are the top 3 things that I think we should do in order to address the learning/performance needs:
Consider a case where a learner is new to a particular software used for enterprise resource planning in the organization. Here is a situation where the learner is struggling with what option to select in a dialog box. Now, what kind of learning does the learner need at that time, sitting on the desk? What should be included in this learning? And how should this information or knowledge be made available?
As Gary Wise says, we need to understand and appreciate the learner’s context in terms of time, space, and media. In his article titled ‘The Continuous Learning Environment: Surviving Learning Solution Discovery’, Gary says:
2) Design continuous learning solutions not individual training programs.
3) Focus training efforts and budgets into the 'informal learning' piece of the pie.