Defining the term informal learning as it applies to the workplace
Contrasting informal learning with formal learning
Describing how informal learning affects workers at each phase of their tenure in a role
Naming at least two ways that technology can facilitate informal learning.
Forming a framework for evaluating informal learning
Informal learning can represent as much as 70 percent of workplace learning, and social media are posited to facilitate it; but what is informal learning? What forms can it take? When can it make a difference in workplace performance and when might it actually detract from it? Should you divert resources from formal training to facilitate it? And how do you evaluate it?
This podcast interview featuring Laura Trozzi, Senior Talent Management, Kleinfelder, focuses on the journey to integrate a thriving self-directed learning program. One of the key first steps in this journey for Kleinfelder was putting ...
Perhaps organizations’ biggest false assumption about informal learning is that its occurrence in the day-to-day is assumed. Some organizations may lump informal learning with experiential learning which is something entirely different. Possibly because it’s so ingrained in the talent lifecycle; experiential learning feels assumed. Most organizations have the proper structure to guide employees to where experiential learning can be assumed. If it’s not happening as it should, performance suffers and becomes immediately apparent and immediately addressed.
Generating a pull for a greater culture of informal learning is critical to organizations that are hoping to hold on to their top talent. Join this webcast and learn how one organization carved out this niche to create lasting business improvements.