How it works

Informal learning includes any learning or development activity that a) takes place outside of a formal classroom or educational setting, b) is self-initiated or guided, and c) aims to improve or develop practical knowledge, skills, and abilities (KSAs) for a current job or aspirational role. It encompasses learning that occurs in conversations (“How do I tell an employee that they are laid off?”), while observing others (“How do you secure the ledger board to the wall?”), while searching for information online or on an intranet (“How to use macros in Excel”), while reading posts on social networks (“Here are the questions the interviewer asked me”), or that is experienced or practiced with an expert or during job-related tasks (“Can you show me how you did that?”).

Four categories of informal learning exist:

1. On-demand: This type of learning is self-initiated and self-paced, allowing it to occur at any time and from any 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, social learning methods include podcasts, blogs, vlogs, social networks and related media, tagging, wikis, communities of practice (CoPs such as professional associations and internal company functions or interest groups), expert locators, after-action reviews, and informal or 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.
   
   
4. Experiential: Development through live or simulated workflows, formal side conversations, coaching, and more casual interactions.
   
   

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