Creating Informal Learning and Experiential Development Opportunities for Cost-effective Delivery.

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How it works

Informal learning is broadly defined as any learning activity that is not learned in a formal class, has no set goals or objectives, and focuses on the enhancement or addition of knowledge, skills, and abilities (KSAs) in a current job or role. It includes learning that happens in conversations (“How do I tell an employee that they are laid off?”), while watching someone else do a task or act (“How do you secure the ledger board to the wall?”), while searching for an answer on the inter- or intra-net (“How to use macros in Excel”), or while reading postings on a social network (“Here are the questions the interviewer asked me”). 

Three categories of informal learning exist:

  1. On-demand – Self-initiated and self-paced, this type of learning can happen at any time or place. It includes eLearning courses, books, articles, videos, internet searches, company Knowledge Management (KM) systems, or repository inquiries.

  2. Social – Created and delivered by end users and often interactive, learning via social methods includes podcasts, blogs, vlogs, social networks and related media, tagging, wikis, communities of practice (CoPs such as professional associations and internal company function or interest groups), expert locators, after action reviews, and informal/ad hoc coaching and mentoring.

  3. Embedded – Learning that occurs by accessing tools while performing one’s job duties, such as on-the-job training, job aids, electronic performance support systems (EPSS), and although still emerging, Augmented Reality (AR) technologies.  

looks_oneDefine the range of informal learning opportunities to be offered or recommended


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