Ways to Foster Learning in the Workplace

Discuss about the Informal Learning In The Workplace.

Informal learning in the workplace is ensured by the employees work activities and operations in which employees are engaged and operated. Apart from this, enterprise social media are expanding as informal system environments. The main objective of this paper is to explain and analyze the significance of the informal workplace learning. Informal learning is one of the biggest factors in the organization that influence the business actions and growth of the business. Furthermore, the paper explains that how individuals learn in the workplace within the organization. Apart from this, it depicts that how various factors affect the goodwill of the company and informal workplace learning. Following informal learning in the workplace helps in maintaining a strong and unique culture within the organization. No company can survive its business activities and operations without initiating effective informal workplace learning. At the end, some suggestions have been given to enhance and improve the informal workplace learning.  Further detail of the task has been detailed below.

Learning may be defined as the acquisition or skills through experience, study and being taught. To foster learning at the workplace, it is wise to encourage and inspire the employees to pursue educational and professional opportunities whenever possible. There are various ways through which employees can learn in the workplace (Appelbaum & Reichart, 2013). Some of the significant ways have been stated below.

Analyze the strengths and weaknesses of the team: The managers or human resource advisor seek to understand and evaluate the motivations, backgrounds, and interest of the team members. This knowledge and experience will help the managers to train the workers more efficiently and effectively. They need to evaluate and identify the type of training which is most suitable for the workers. They should measure and identify their interest and experience to provide motivation to the workers. In this way, they can learn ample of things at the workplace (Marsick & Watkins, 2015).

Adapt for different learning styles: Everyone learns and understands things differently in the organization. Some of the people are considered visual learners, they have to see to analyze and understand while others are auditory learners and they prefer audio books and lectures. On the other hand, some people are tactile learners, they usually prefer to have hands-on experiences, knowledge and flourish when they can do the tasks and works as they are learning in the workplace. It is one of the significant ways to get knowledge within the organization. Along with this, appreciation also helps the managers in the workplace to provide experience and knowledge to the workers. This method also helps to create a favorable working environment and culture within the organization. The managers need to understand the learning styles of the team members to motivate each and every member for doing work effectively and successfully (Garrick, 2012).

Personal and Organizational Factors Affecting Informal Workplace Learning

Take advantage of online courses: The managers can provide a high quality of training to the team members at the workplace across the world at a fraction of the cost. It shall be noted that nationally recognized coaches, professional speakers, and authors can provide training and development coaching to the workers in the organization. The online course is the most significant way through which employees can learn many things in the workplace. The managers find the best training courses and learning opportunities for the workers (Littlejohn, Milligan, & Margaryan, 2012).

Follow up and review information: It shall be noted that learning and development is a part of the effective and dynamic process. The managers must have the ability to retain and attract the employees in the marketplace. They use the information to define the roles of the workers in the organization. To encourage employees to learn in the workplace, managers need to ask questions during and after a presentation. Being a human resource advisor, he needs to find ways to remind team members of what they learned in the organization. Group discussion and one-on-one conservations are done by the human resource advisor to allow the workers for performing tasks and duties in a hassle-free manner (Brooks, Fuller & Waters, 2012).

Make learning fun: Constantly education can also be a good option to help the workers build and develop a rapport with each other in the organization. Employee engagement also helps in the learning process. When an employee is involved and associated with the process of learning then they will feel more motivated and empowered. It will also help in improving and boosting their confidence, morale, and loyalty in the workplace. Furthermore, the managers and leaders develop and maintain a strong communication and cooperation with employees in the firm to develop more skills and talents among them. In this way, managers can provide training to the individuals for learning and development in the workplace (Illeris, 2018).

The workplace learning is an important aspect of the organization as well as human resource management. The workplace learning may be defined as the acquisition and attainment of skills, talents, and knowledge by formal and informal means that occur in the workplace (Noe, Tews, & Marand, 2013). On the other hand, informal workplace learning plays a vital role in each and every company to attain long-term goals and objectives in the organization (Merriam, Caffarella & Baumgartner, 2012). The informal workplace learning refers to learning that is acquired through everyday life and work. It is generally unplanned and unstructured and takes place outside of formal learning structures. By using informal workplace learning, the organization is able to gain competitive benefits within the organization. There are two types of factors that could affect the informal workplace learning such as personal factors and organizational factors (Harteis & Goller, 2014).

Impact of Individual Factors on Informal Workplace Learning

Personal factors: The personal elements include age, personality and educational background that may affect the degree of engagement in informal workplace learning. It has been evaluated that younger workers who have less experience and knowledge engaging in more informal workplace learning and on the other hand, more experienced and older employees were less likely to employ in informal learning activities. The informal learning is a less embedded in the workplace. The younger people are mostly engaged in the informal learning at the workplace whereas older people keep tendency in more individualistic activities such as reading peer-reviewed articles and web (Marsick & Watkins, 2015). Apart from this, young workers are more reliant on the workplace managers that their older colleagues and they also satisfy with their learning than their older colleagues whereas non-managers are significantly less satisfied in the workplace with the help provided by their organization to survive and develop than managers were. On the other hand, personal factors include level interest in the employee’s current field and computer access; these are the top factors that affect the informal learning in the organization. Apart from this, personal factors also include work pressure and stress that could affect the informal workplace learning in the organization (Warhurst, 2013).

Organizational factors: It shall be noted that informal learning is used by the managers at the workplace to share the resources with others in the organization. Learning-oriented leadership is one of the significant in organization factors that could directly affect the growth and success of the firm positively. This factor also encourages/ discourages the workplace learning in the company. Apart from this, culture and financial resources also affect the workplace learning in the organization. The culture encourages open-minded attitudes and beliefs towards learning within the organization. The innovation-oriented culture encourages and improves the workplace learning because learning and innovation interact in the production, transmission, and use of new products and ideas. The company needs to develop a favorable working culture to motivate and inspire the employees in the informal workplace learning.  On the other hand, innovation also plays a critical role and it takes place during the process of feedback and knowledge sharing among the workers (Za, Spagnoletti & North?Samardzic, 2014).

In addition, it shall be noted that learning commitment leadership and management more influence the success and failure of workplace learning. Along with this, the top management leadership in HRD is also an important organizational factor that is related to the effectiveness and efficiency of the informal learning in an organization (Littlejohn, Milligan & Margaryan, 2012). It is stated that open communication is also an essential part of the organizational factor that is imperative and necessary to the successful and effective practice of management. Moreover, it is significantly important to facilitate informal learning with peers in the workplace. This also includes the knowledge sharing and the exchange of information and facts in order to resolve and handle the issues, conflicts, and obstacles. Additionally, open and strong communication is a key for improving workplace learning in the organizational environment. Now it shall be noted that all these factors influence the informal workplace learning in the organization (Dabbagh & Kitsantas,  2012).

There are various individual factors that could influence the mission and vision of the firm. The individual factors need to be considered by the managers and leaders to encourage and improve the effectiveness of the workers in the workplace (Kim & McLean, 2014). It also enhances and promotes the effectiveness of informal workplace learning within the organization. The individual factors include the age, sex, education and marital status that have a direct impact on the informal workplace learning in the company. Age factor influences the workplace learning because older people are unable to accept and adopt the organizational changes in the workplace. It may affect the informal workplace learning (Fontana, Milligan, Littlejohn & Margaryan, 2015). The older people are generally conservatives and they usually prefer to work in a conventional manner. In this way, the rate of absenteeism is mostly higher in the case of older workers whereas, young people accept the various organizational changes in the organization. Along with this, they contribute to the profitability and revenue of the company. As a result, it affects the effectiveness and efficiency of the informal workplace learning (Hood, Littlejohn & Milligan, 2015).

Another significant factor which can be included in individual factors is sex that may influence the sustainability of the company and informal learning. It shall be noted that men show more interest in the union activities and operations whereas women workers may be reluctant and hesitated to ever join unions in the workplace. Thus, the managers feel that women employee is more serious and sincere in their work and duties as compared to men. In this way, many companies prefer women for this reason. It increases the effectiveness of the informal workplace learning. Sometimes, due to domestic obligations and unavoidable situations, women workers may avail leave frequently which cannot be denied. Let’s talk about an example, the pregnant worker may avail maturity leave which also cannot be avoided as per law. Therefore, it is seen that sexual differences might influence the effectiveness of informal workplace learning.

It shall be noted that education is one of the effective and important elements in individual factors that may affect the informal workplace learning and behavior. The level of education of an employee does influence the behavior of the workers. Furthermore, an educated and qualified employee know and understand whether how to get things done in the workplace without incurring any displeasure and indiscipline. The employee does not get hamper easily but quietly attains goals and objectives (Mone & London, 2018). A highly educated person when provided with lover level job might not show and indicate their enthusiasm in the job and employment. Such type of person deserves a better and unique placement in a higher level of the job. In this way, selection and placement of the right candidate for the right and appropriate job is very much significant. On the other hand, marital status of an individual has also affected the effectiveness of the informal workplace learning within the organization. The need for the safe and secure job is greater and effective in case of married workers. Apart from this, the married worker has a higher domestic commitment and thus adapts himself to the requirements, wants and need of the company (Knowles, Holton III & Swanson, 2012). The married employee cannot resign his employment or job in case he derives less motivation and job satisfaction in the organization whereas an unmarried worker without much domestic commitment and engagement could find a better job opportunity if the present job does not provide satisfaction to them. Hence, marital status of the workers may affect the effectiveness of the informal workplace learning. Potential is one of the significant factors in individuals which may influence the productivity and effectiveness of the informal workplace learning. A person with the ability to perform tasks and duties effectively is able to be insistent and emphatic. They are the people who are in a position to demand better status in the company. The greater and potential people contribute effectively to the success and progress of any company. It also helps in informal workplace learning efficiency (Cheng, Wang, Moormann, J., Olaniran & Chen, 2012).

The informal learning makes control to the learners in order to choose the learning contents, factors, and information from various sources based on their own interest, relevance and preference. These can be consumed and devoted at the learner’s pace. Apart from this, informal learning does not have any set methodology that is associated and interconnected with formal learning. Informal learning is an effective and dynamic tool to increase and enhance the outcomes and results within the organization (Le Clus, 2011). There are various benefits of informal learning for individuals and organization that have been discussed below.

Benefits of informal learning for the individuals

• Informal learning is more focuses and dynamic as it is completely driven by the learner. Apart from this, informal learning helps in the inspiring the workers for doing work successfully. On the other hand, informal learning helps in fulfilling the needs and demands of workers. As adult individuals, they want autonomy and control in the organization. With the help of informal learning, the employers maintain a control over the employees to make a good image in the minds of the consumers.
• The informal learning is more fun and space at company’s space based on the interest of the workers. By using informal workplace learning plan, the employers and leaders are unable to get access on the online services and information. Discussion of unique and strong partnership helps in participating to access and particularly online services (Manuti, Pastore, Scardigno, Giancaspro & Morciano, 2015).
• Learners and leaders bring a wealth of experience to attain informal training and development session. In this way, it provides enormous advantages to the individuals.
• On the other hand, individuals can share their knowledge, ideas, thoughts, and opinion related to their assigned courses and tasks.
• In Informal learning workplace, the adult learners strive and cope with the direction and autonomy.
• Moreover, informal workplace learning also helps in conducting introduction oriented programs in the workplace as it facilitates the individuals in the organization.
• Keeping and maximizing an employee skill up to date with the help of informal learning. It will help to generate more revenue and returns in the workplace. It shall be noted that informal learning is not required any kind of prior learning prerequisites and experiences.
• It is stated that the informal learning plays a critical role in explaining and defining a worker mood, belief and attitude. By using this learning, employees gain some competitive benefits in the marketplace. Apart from this, informal learning allows the employees to engage in less formal and restricted conservations. Additionally, it also provides the workers an avenue to express and indicate themselves without feeling as if they have overstepped a mark. In this way, it is seen that informal workplace learning helps in maximizing the performance of the workers as well as an organization (Merriam, Caffarella & Baumgartner, 2012).
• It has been analyzed that informal learning provides flexibility to individuals to share and exchange their knowledge and behavior (Wilson, 2014).

Benefits for organization 

• The informal learning help in avenues and returns for maintaining collaboration and cooperation in the workplace to analyze and ensure the needs and requirement of the workers in the workplace. Also, it helps in creating of the blueprint for a leading and learning organization (Bednall, Sanders & Runhaar, 2014).
• This learning also helps in maximizing the risks and challenges of the market by providing informal training to the employees in the workplace.
• With the help of informal learning, the company is able to satisfy the needs and requirements of the customers across the world. In this way, it can increase the sale and revenue of the company in the competitive market.
• Informal learning is more relaxing, effective and less threatening for the most of the people. Apart from this, boredom and procrastination are replaced by curiosity and excitement within the organization (Certo, 2018). In this way, informal workplace learning provides enormous benefits to the organization.
• The trade and businesses can foster and build by using informal learning with semi-structure forums for sharing knowledge and experiences.
• Strong communication and feedback are necessary for each and every industry as it facilitates the improvement and enhancement of the business process in the organization (Marquardt, 2011).

These are enormous benefits of informal workplace learning that provided by the managers in each and every company. By using informal workplace learning, the firm can able to stand out against the competitors in the international market. There is no need for the antiquated corporate governance structure at the workplace (Cunningham & Hillier, 2013).

There are various recommendations have been given to enhance and improve the informal learning and development within the organization that are discussed below.

• It shall be stated that the companies should adopt a flexible business changing environment. By maintaining a healthier business environment, the organizations are able to harness and exploit the full potential and skills of the each and every employee to successful grow their business operations.
• Along with this, it shall be noted that informal learning also helps in learning and development and it also develops the effectiveness for formal insights on whether how to use informal technology within the organization.
• Furthermore, the firm should maintain a positive culture in the workplace to reduce and handle the issues and conflicts of the workers (Panagiotakopoulos, 2011). As a result, it boost and improve the effectiveness of the informal workplace learning.
• A self-study is an attractive and effective tool to follow a training program and informal learning workplace. Therefore, the self-study sessions shall be conducted by the human resource advisor within the organization. It should be noted that the managers should introduce new and innovative eLearning courses and make a learning part of the organization’s culture. Furthermore, the managers should give them a chance to take self-assessments. It will help to enhance the informal workplace learning within the organization.
• One of the significant ways to enhance the informal workplace learning is the motivation that helps to increase and enhance the productivity and returns of the company. It is stated that a buddy program shall be developed by the top management to improve and develop the informal learning at the workplace.
• On the other hand, mentoring and coach must be appointed by the coach and mentor in the organization. Moreover, mentors render personal attention and guidance to enhance and improve the informal workplace learning.
• It is the responsibility of human resource advisor that they provide and appoint employees with a list of people who are experts at their job and employment.
• Open communication and collaboration shall be developed and built by the company to run the business activities successfully and develop a communication that helps in making a good and financial image in the global world (Eraut, 2011).
• The strong and effective structure shall be used and implemented by the company to improve and reduce the informal learning within the organization. Apart from this, trainers can help the power of informal learning by incorporating and setting the goals and objectives.
• It should be revealed that training program shall be held by the company to provide effective training and development coaching to the workers and on the other hand, the company should use effective and unique communication within the organization. Furthermore, human resource advisor should help in maintaining a favorable working environment in the global market.
• It is revealed that top management and human resource advisor should set the online community to ensure that whether the information participants are accurate or not. It will also help in detecting the negative impact of informal workplace learning. In addition, the firm can take enormous advantages after considering the informal workplace learning.
• On the other hand, human resource advisors should provide a space for communities to enhance and improve the communication and informal learning in the workplace.
• Enterprise learning system shall be developed and initiated by a number of capabilities and potential for improving the skill management and informal learning. It shall be evaluated that managers should maintain skills and profiles for key job categories.
• Favorable and strong working culture shall be maintained by the managers and top management to maximize the level of satisfaction, loyalty, and trust among the team members.
• Assist with career planning must be done by human resource advisor to reduce and eliminate the risks and challenges of the competitors (Cross, 2011). It will also help to beat the rivalries in the market by minimizing the cost within the organization.

Conclusion 

The analysis indicated that various strategies and policies are used by the human resource managers to improve and enhance the informal learning within the organization. Although the results and outcomes of the study are deeply integrated into the various firms to gain competitive benefits globally. There is a close relationship between employee performance and informal workplace learning within the organization. There are various frameworks, strategies and policies, are being used by the firm to improve and boost the effectiveness of informal learning as well as employees. By using this method, the company has been able to make a strong image and goodwill in the market across the world. It is seen that various factors influence the business operations and growth of the firm. It shall be observed that various advantages are provided by the human resource advisor to reduce the issues related to the informal learning in the workplace. Now it recommended that human resource advisor should make the changes in policies, plans and strategies to carry out the business activities.

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