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Informal Learning: A Review on Importance, Facilitators and Barriers of
Informal Learning in Context of Workplace
*Antima Sharma 1 *Dr. Rinku Raghuvanshi 2 1 Research Scholar, Management, Bhartiya Skill development University, Jaipur, Rajasthan, India
2 Associate Professor, Management Bhartiya Skill development University, Jaipur, Rajasthan, India
Abstract
In recent decades informal learning has made its mark everywhere. Supremacy of
Informal learning has enhanced due to changes such as technology advancement,
fast growing world, need of competent skills and lack of time etc. The learning of the
employees is the main aim for the organizations. Workplace learning is broadly taking
place into to two forms; formal and informal. At workplace most of the learning takes
place in informal way which is continuous, instant, spontaneous and more practical
which enhances the performance of employees. Therefore, organizations are focusing
on practical learning which is informal in nature, to develop the skills of employees. As
informal learning is inherent at workplace it does not get easily recognized, it has also
been found in some of the studies that employees face some barriers through informal
learning which ultimately affect their skills, knowledge upgradation and performance.
The main objective of this paper is to determine the informal learning and its
importance in today’s world with special context to workplace. The Study has also
focused on the key facilitators of informal learning at workplace and identified common
barriers which devalue it. This study is based on secondary data. It is analyzed and
concluded on the basis of data collected by secondary sources from various books,
journals, research papers, article and work done in this field.
Keywords: Informal Learning, Workplace, Organizations, Barriers, Facilitators,
Employees
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I. Introduction
First, we need to know about informal learning and its evolution. The term informal
learning was first stated by Malcom Knowles, published in 1950 years "informal adult
education" (Informal Adult Education). After that many scholars have worked on
concept of informal learning and promoted it. Unlike formal learning; learning which
is not structured, not based on set of formulas or guidance is called informal learning.
Informal learning is self-directed learning or learning from own experience which
happens outside the formal learning or structured training. Informal Learning is an
outcome of incidental learning, self-learning, everyday experience or curiosity of a
person. Till 1990 it was belief that learning is by-product of only formal
learning. Formal learning is planned, structured and monitored by others, whereas
informal learning is unstructured, unplanned and directed by learner itself. Broadly
learning is divided into two forms which are formal and informal learning. Informal
learning is not summarized into one definition and it is defined by different authors as
per the context it is used in different situations. Informal learning is planned or
unplanned learning that is impulse learning, self-directed, and involves trying new
things and learning with the flow. Informal learning emerges during everyday activities
in the workplace, there is the possibility for this type of learning to occur more often
than formal learning (Le Clus, M.A. (2011).
In general, informal learning is not pre-planned, not followed by schedule, not based
on any curriculum, it just takes place as per the need of the learner. Since the learner
is himself or herself attracted towards the learning it is also called as learner’s choice
or pull learning. In informal learning experience is based on a problem, or identified
knowledge and skills gap, which is determined by the learner who then engages in
learning activities intended to close the knowledge gap or otherwise mitigate the
performance challenge or problem (Tim Boileau, 2017). The informal learning
outcomes are skill based, generic and which are applicable to all kinds of jobs (Van
der Klink, et al. 2012).
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Marsick & Volpe (1999) summarized a few characteristics of informal learning:
A. Informal learning take place in our daily activities and by human senses.
B. Informal learning is self-motivated learning, learner’s instinct motivates them to
learn informally.
C. It is not highly conscious learning; learner is not aware while learning.
D. It is unstructured
E. Informal learning is link to other learning like formal and informal learning.
F. It is tacit knowledge which can gain by learner but not get easily expressed.
Some of the few characteristics which defined informal learning are such as it is pull
approach, it is spontaneous, it is self-directed, it not requires much planning and less
costly it is as compared to others learning patterns. Informal learning provides the
lifelong learning to an individual and it is learning of 21st century (Milligan, C. 2014).
II. Ways of Informal learning
Informal learning takes place in many ways directly or indirectly and people learn most.
Some of the ways to learn informally are self-approach/learning, through experiences,
daily activities, and conversing with others. The ways of informal learning broadly
divided into three types of learning:
Self-directed learning which is undertaken by an individual with approach & effort;
Incidental learning takes place though person’s own experience and it is
unintentional;
Socializing is the way to learn while interacting with others from their attitudes,
behaviour, ways, skills and values.
Whenever we learn it is either intentional, or we are aware about that learning. So
informal learning is also described by intention and awareness as follows:
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Table 1: Types of Informal Learning
From Intentionally Awareness
Self-Learning Yes Yes
Experiences No Yes
Learning from others No No
(Source: https://infed.org/mobi/informal-learning-theory-practice-and-experience/)
Table 1: states that informal learning is sometimes acquired intentionally and with
awareness about it like self-learning from reading, social media etc; sometimes we
don’t learn intentionally and it just happens and acquired from event, situation,
problems etc but at the same time we are aware that we are learning such as learning
from our daily practices; when we interact or converse with others intentionally but we
don’t want to learn and even we are not aware that we are learning while talking with
friends colleagues and experts. To link adult learning into individual learner's point of
view (the individual learner) and choroid of view (the contextual perspective), individual
learner perspective, the learner as a self-help on understanding the experience of
individual participants; views on context: interactive learning from nature, we know that
learning is the product of the individual learner and the social context of interaction
(LuoBaofeng, 2002). Caffarella & Merriam (2000).
III. Informal Learning at Workplace
“Learning can happen at work, in order to help organizations, operate more efficiently,
the occurrence of non- structure, which is a way of learning outside the classroom
activities informal learning” (Garrick.1998). Rapidly changing skills demand and rising
mandatory retirement ages make informal learning more important for workers. (De
Grip A.) Employees’ expectations about work are also changing. They value feedback
about their job performance, opportunities to develop their skills, and work that is
challenging and personally fulfilling yet contributes to their organizations’ goals.
However, they also want flexibility to decide when and where to work to effectively
balance work and life demands (Butts et al. 2013).
Therefore, organizations are making huge investment on formal training and session
to develop human resources and still they fail to make them competent due to the
rapid changes in the technology and working. Generally, HRD practitioners invest
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huge amount on formal training for proficiency of managers, but study confirms that
managers learn mostly from informal learning (Enos, M. D., et al. (2003). In general,
both the direct and indirect costs of investments in informal learning are expected to
be lower than the costs of investments in formal training (A. de Grip,2015). Although
early human capital theory recognized the relevance of workers’ experience, its focus
was on education and formal training. But recent research shows that 80% of the
work-related learning occurs informally and this includes self-directed learning,
networking, coaching and mentoring (Yeo, 2008). The organization use to follow the
principles of scientific management. (Natalie F. & Harp) In this learning is viewed as
a separate activity to prepare employees for work through planned education and
training. However, in recent decades, the traditional idea of knowledge management,
generation, and sharing at workplace had begun to change (Li et al., 2009; Watkins
& Marsick, 1992). With the change of time from industrialization to globalization, the
focus of the organization has also changed towards employees and their learning.
Development of human resource in today’s workplace is needed and informal
learning leads to self-development and development of human capital (Noe, R. A.
et,.al 2014). Nowadays organizations are focusing more on employee’s practical
learning, self-learning and informal way of learning at the workplace. Informal
learning creates the environment so that employees can learn from one another.
Informal learning encourages flexibility in and feel them to do experiments (Harp, N.
F. 2012). Within the business community, new strategies to improve organizational
learning capacities increasingly favours approaches emphasizing experimental,
informal and self-directed learning, thus facilitating personal as well as organizational
development (Skule,2004). Various prevailing ways of informal learning at workplace
like books, self-study programs, coaching, support material & system and expert
communities (West, H. 2011).
IV. Facilitators of informal learning at workplace
Reviews on informal learning at workplace summarized that informal learning is an
important tool to enhance the knowledge, skills and capacity of an employee but there
are no defined ways and programs of informal learning for employees. Different
studies have been conducted by many scholars and they have come out with
facilitators which support informal learning. Informal learning and positive attitude of
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employees toward learning depend on the organizational resources, managerial, and
employee’s self-learning attitude. The way people behave, make decisions, and
communicate is largely influenced by their personal characteristics (Gregorc, 1982;
Hirsh and Kummerow, 1990). Therefore, personal factors such as age and educational
background may influence their degree of engagement in informal learning.
Tikkanen’s (2002) and Kremer’s (2005) studies, less experienced, younger workers
reported engaging in more informal learning, while more experienced, older workers
were less likely to engage in informal learning activities and tended to view their
informal learning as being less embedded in the work. Organizations are keen to
sustain knowledgeable and engaged workforce for this they are required to find out
variables which promotes informal learning at work in their organization (Jeske D. &
Robnagel C. S. 2016). Organizations should create an environment of trust among
employees so that people know that asking a question or making a mistake will not be
misunderstood or punished) and also help in to enhance better learning and
understanding of an individual (Marsick V. J. & Volpe M. 1999). Proficiency is the
product of the informal learning, organization should promote informal learning and
should focus on to increase metacognitive abilities of managers as irrespective of
spending on formal training ( Enos M.D, 2003)
The various ways which an organization can use to support learning of employees
are new technologies, e-Learning, variety of learning resources, Networks and
communities of practice, collaborative platforms, knowledge sharing initiatives,
hosted conversations, etc. (Simona S. O. R. A. (2011). “Informal learning is
containing self-directed learning, e-learning, coaching (coaching), supervision
(mentoring), to complete the task, namely to provide learning opportunities needs”.
(Marsick & Watkins, 1990). Employees get personal learning through the job and
sharing information with the colleagues. The factor that influences informal learning
are job itself, organizations, employees’ characteristics such as age, job tenure and
attitude of colleagues. The study also concluded that employees’ prior experiences
trigger immediately at the time of need Van der Klink, et al. (2012). The researchers
have also concluded that instant learning from other people or from any other mean
lead to skill acquisition among employees. Management can support informal
approaches within the organization to facilitate informal learning and improve
performance (Klein, J. D., & Moore, A. L. 2016). The autonomous types of team work
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lead to different types of learning and majorly informal learning (Inanc, H., et al. 2015).
Some new innovative practice those can support informal learning are phone calls
with valuable information, sales meeting, chat rooms, web-based meetings,
conversation with the mentor and chance meeting by the watercooler (West, H.
2011). Social media and blended learning more in demand for the skills and
knowledge enhancement of employees (Noe, R. A. et,.al 2014).
Some of the common activities which supports informal learning at workplace are:
Talking and collaborating with others.
Sharing of information by seniors.
Seeking feedback from others.
Observing others and listening.
Consulting with colleagues
Group activities.
Extra activities apart from daily routine work.
Challenging activities.
Movements of colleagues.
Daily routine activities.
Reading documents (Manuals)
Employee/Team initiated sharing
These are some daily routine activities through which employees learn intentionally and
unintentionally. Employees can learn informally either through self-directed learning or
learning through others. Self-directed learning which gain through own experiences,
trial & error, observations, reading and social media. Methods of learning from others
mentoring & coaching, job shadowing, water cooler talks, huddles etc.
V. Barriers to informal learning at workplace
Discussing about informal learning and about guidelines how to utilize its value as a
workplace learning, it is necessary to know the how much informal learning is actually
undertaken by employees and what are the prospective barriers attached to it. Although
informal learning plays an important role in employee’s learning and to improve their
performance, there are some impediments faced by the employees and organizations
while learning informally which many researchers have noticed and revealed through
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their studies. Various studies have been conducted to identify the major challenges
faced by employees while learning informally at various organizations. Major barriers to
informal learning reported by HR practitioners, researchers, employees, and concerned
person related to this field that informal learning such as like lack of time, lack of
environment, fast learning, individual barriers, organizational rules and regulations and
types of jobs. (Noble, C., & Hassell, K. (2008), pp.257-263). Barriers to participation in
informal learning faced by labour are lack of time, inconvenience of time and place and
lack of employer support (Caniels M. C., & Kirschner, P. (2012). Restrictive job designs
and workload not much hinder as attitude of seniors towards learning put impact on
junior employee’s learning (Panagiotakopoulos, A. (2016).
As informal learning is unconscious and not recognized (Dale & Bell, 1999). Fuller and
Unwin (2003) draw attention to the perspective that an overvaluing of informal learning
could lead to fewer opportunities for employees to participate in formal ‘off the job’
training. After meta-analysis it is concluded that informal learning at workplace is still
occupying backward space as comparison to other ways of learning although it is
important tool for learning at workplace (Carrasco, et.al, 2017).
Informal learning is emerging due to rapid changes in technology, which has enhanced
the level of learning and made it shift form formal learning to informal learning. Informal
learning is taking place in open environment rather than closed environment. So
organization and employees need to be open to learn and share information that can
help in to overcome these barriers. The challenges that get noticed while learning
informally (socially) that subjectivity of both experts and learner (how they are taking
the learning process) such as willingness, trust, uneasiness in sharing, differentiation in
understanding and awareness. (Braun, S., & Schmidt, A. (2006). Encouraging
environment where no question is stupid, providing coaching rather than instructing
such kind of practices provide access to learning opportunities to employees and
improve their efficiency.
VI. Discussions and Findings of the study
After reviewing the various research papers, studies and articles researchers have
come to know that informal learning is the major source in the learning of employees at
workplace. Informal learning in everyday work-related activities and environment
provides an important source for achieving personal and organizational goals (Kyndt et
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al. 2014). The informal learning is becoming an important issue which challenges the
traditional learning pattern. The major issues which study come out that informal
learning does not fit with narrow view knowledge and even learner is not aware with the
significance and depth of informal learning. (Hager.P,.1998 pp 521-535). Informal
learning is outcome of daily activities which is flexible in terms of achieving goals,
Numeral advantages of informal learning (individual, voluntary, self-guided,
economical).
The various researches conducted on factors which support and facilitate informal
learning at workplace are; Personal Characteristics (Gregorc, 1982; Hirsh and
Kummerow, 1990). ) Challenging activities. (A. De Grip, 2014); Self-Learning (Jeske D.
& Robnagel C. S. 2016); containing self-directed learning, e-learning, coaching
(coaching), supervision (mentoring) (Marsick & Watkins, 1990). Some of daily activities
which promote informal learning are Talking and collaborating with others, sharing of
information by seniors, Extra activities apart from daily routine work, Seeking feedback
from others, Employee/Team initiated sharing etc. Technology advancement, such as
social media and mobile devices, facilitates informal learning such as new and more
immediate ways of accessing and creating knowledge, greater social interaction,
engagement anytime and anywhere, and new informal modes of representation provide
better learning to learners (Erstad, Kumpulainen, Mäkitalo, 2016).
Although informal learning is considered as learning of today (21st Century learning)
due its some of characteristics such as flexibility, instant learning, more practical and
learner’s choice. Apart from that Informal learning has often been seen as formal
learning’s ‘poor cousin’ (Golding, B. et.al., (2009). Informal learning was used to treat
as a complementary to formal learning because some of drawbacks attached to it.
Everything has two side pros and cons similarly some of the impedes attached with
informal learning which is found by many researchers in their studies. Mainly barriers
are categorized into three categories like job related barriers, organizational barriers
and personal barriers which hinder employees to learn informally. Job related barriers
are lack of time, less scope to learn, high confidentiality etc. Organizational related
barriers such as more formal learning pattern, less rewards attached to learning, not
recognition of informal learning, lack of communication, close culture of organization
etc. Personal barriers of employees are lack of interest in learning, non-seriousness,
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lack of motivation etc, not good in communication, poor knowledge, lack of motivation
etc. {Noble, C., & Hassell, K., (2008) Caniels M. C., & Kirschner, P. (2012), Braun, S.,
& Schmidt, A. (2006)} These some of the different barriers revealed by researchers
which is faced by different sectors , organizations, levels, area and department
employees while they learn informally.
VII. Conclusion of the Study
After reviewing various studies, concluded that today’s world and knowledge base
society is bringing new challenges, changes, and acceleration in technologies and new
ways of learning and working to employees. So private sector, public institutions as well
as NGOs also supporting for the on the job learning methods, continuous learning,
more innovative and informal kind of approach in learning which is different from past
learning methods. Organizations & HR practitioners experienced informal learning is
less expensive, less time consuming, lifelong learning, and more practical as compared
to main stream learning pattern. The study concluded with the remarks that informal
learning is an innovative way to improve the organizations performance through
investment in people, learning resources and information technology. Some studies
confirm that informal learning put a favourable impact on employee’s working skills in
both ways personally and professionally. The organizations and HR practitioners have
realized that they can save time and money by facilitating informal learning through
involving it in daily routine activities of employees.
The factors which are effective informal learning practices are experiencing buddying,
job redesigning, job rotation, and time for self-analysing the task. Studies come out with
common key facilitator which help in to support informal learning at workplace in all
types of jobs are employee’s age/education, self-motivation, self-learning time,
conversation with colleagues, supportive boss, recognition, internet and open
organizational culture. In coming days, it will be getting more favoured and become
priority of organization to make employees skilled, proficient, and productive. The only
need to work on its promotion, to ease it more, and to remove huddles to informal
learning. The huddles which are faced by employees mainly are lack of time, job type,
close environment, less support from seniors, lack of rewards, high confidentiality, not
getting certified etc. These barriers can be removed by proper plan and strategies of
HR department.
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VIII. Implication of the study
The study is able to generate awareness of informal learning and suggest that
organization and HR department should be aware of leaning that take place in informal
way. The organizations need to develop their capability to meet new challenges, by
providing innovative better way of learning and fostering working together to make the
most of knowledge and competence of employees.
This study suggested that organizations should create such an environment where
employees know that asking a question or making a mistake will not be misunderstood
or punished and get appreciation to learn new things with new innovative ways like
informal learning. Researchers also suggested that external barriers to informal
learning can further removed through fair reward strategies.
IX. Limitations of the Study
This study is based on secondary data only. The study has not focused on any specific
area, country, industry, workers and particular criteria. Its general based on common
conclusion of all the studies. Further study can be conducted on specific category
workers from particular industry or field and study can conduct through primary data.
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