scholarly journals Support to informal learning at work: a survey with the executive secretariat professionals of the Universidade Federal at Pará

2020 ◽  
Vol 18 (2) ◽  
Author(s):  
Priscila Eny Souza Oliveira ◽  
Carlos André Corrêa de Mattos ◽  
Ponciana Freire de Aguiar
Keyword(s):  
Informal Learning ◽  
Learning At Work

Work-Based Mobile Learning Environments

2012 ◽  
pp. 229-238 ◽  
Author(s):  
Graham Attwell
Keyword(s):  
Learning Environment ◽  
Informal Learning ◽  
Learning Environments ◽  
Mobile Devices ◽  
Mobile Learning ◽  
Cultural Practices ◽  
Cultural Ecology ◽  
Work Process ◽  
Learning At Work ◽  
Mobile Learning Environment

This paper examines the idea of a Work Oriented Mobile Learning Environment (WOMBLE) and considers the potential affordances of mobile devices for supporting developmental and informal learning in the workplace. The authors look at the nature and pedagogy of work-based learning and how technologies are being used in the workplace for informal learning. The paper examines the nature of Work Process Knowledge and how individuals are shaping or appropriating technologies, often developed or designed for different purposes, for social learning at work. The paper goes on to describe three different use cases for a Work Oriented Mobile Learning Environment. The final section of the paper considers how the idea of the WOMBLE can contribute to a socio-cultural ecology for learning, and the interplay of agency, cultural practices, and structures within mobile work-based learning.

Formal and Informal Training for Workers with Low Literacy: Building an International Dialogue

2009 ◽  
Vol 15 (1) ◽  
pp. 37-54 ◽  
Author(s):  
Maurice Taylor ◽  
Karen Evans
Keyword(s):  
Informal Learning ◽  
Case Study Research ◽  
Low Literacy ◽  
Self Directed Learning ◽  
Workplace Literacy ◽  
The North ◽  
The United Kingdom ◽  
Learning At Work ◽  
Directed Learning ◽  
Cross Case Analysis

The purpose of this exploratory study was to investigate some of the kinds of formal and informal workplace training activities that workers with low literacy engage in from different parts of Canada and the United Kingdom. The study employed a multi-site case study research design with 31 employees and 18 instructors from seven different types of workplace literacy programmes in various regions of Canada and 42 employees and six supervisors/tutors from four workplace basic skills programmes in the north and south of Greater London, England. Data sources from each country were developed and were used for comparable purposes following a within case and cross case analysis. The findings are described under three main themes. The first theme depicts the range of formal workplace programmes in both countries that employees with low literacy have participated in. The second pattern highlights the main types of informal learning activities that emerged from the data which included: observing from knowledgeables; practicing without supervision; searching independently for information; focused workplace discussions and mentoring and coaching. The third theme describes some of the determining factors of the informal learning process. Implications of the study suggest that company sponsored workplace and essential skills programmes act as catalysts for further learning at work. As well, findings also seem to indicate that various forms of self-directed learning and the organisational context may play an important role as these workers engage in and shape everyday workplace practices. Suggestions for continuing the cross nation studies are also discussed.

scholarly journals Do new ways of working increase informal learning at work?

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Ruud Gerards ◽  
Andries de Grip ◽  
Arnoud Weustink
Keyword(s):  
Informal Learning ◽  
Bootstrap Method ◽  
Organizational Knowledge ◽  
Mediating Effect ◽  
Content Type ◽  
New Ways Of Working ◽  
Learning At Work ◽  
Using Data ◽  
The Impact ◽  
Demand Control

PurposeThe purpose of this paper is to provide a first investigation of how new ways of working (NWW) and their various facets relate to employee informal learning at work, while accounting for a range of known antecedents of informal learning.Design/methodology/approachThe job demand–control model and the job demands–resources model underpin our hypotheses on how NWW would relate to informal learning. The hypotheses are tested using the Preacher and Hayes (2008) bootstrap method for mediation analysis, accounting for the potential mediating effect of the frequency with which employees receive feedback.FindingsThe analyses show that NWW positively relate to informal learning at work. This relation is mediated by the frequency with which employees receive feedback. Further analysis shows that one particular NWW facet – access to organizational knowledge – is an independent driver of informal learning, hardly mediated by receiving feedback.Practical implicationsThe results suggest that managers who seek new ways to stimulate informal learning can do so by giving their employees more access to organizational knowledge, for instance, by leveraging the potential of modern ICT.Originality/valueThis empirical paper is the first study on the impact of NWW on informal learning at work. Using data on the Dutch working population, it provides novel insights for several strands of literature as well as for practitioners.

scholarly journals Education–Job Fit and Work-Related Learning of Recent Graduates: Head Start or Filling a Gap?

2020 ◽  
pp. 089484532090478
Author(s):  
Ilke Grosemans ◽  
Katrien Vangrieken ◽  
Liesje Coertjens ◽  
Eva Kyndt
Keyword(s):  
Head Start ◽  
Informal Learning ◽  
Learning Activities ◽  
Job Fit ◽  
Work Related ◽  
Learning At Work ◽  
Formal And Informal Learning ◽  
Recent Graduates ◽  
First Job ◽  
The Relationship

Graduates’ education and its alignment with the first job are of key influence on graduates’ career. It is argued that education–job fit affects work-related learning, which is important for recent graduates to cope with the demands of their new job. Theoretically, two (contradicting) processes have been put forward describing the relationship between education–job fit and work-related learning: Whereas the complementing hypothesis argues that work-related learning builds on existing competences, the substituting hypothesis assumes that work-related learning compensates in case of misalignment. These hypotheses were assessed by identifying latent fit profiles of recent graduates ( N = 779) and comparing differences regarding work-related learning. Four distinct profiles were identified: full fit, horizontal fit, vertical fit, and full misfit. Results supported the complementing hypothesis, arguing that learning at work complements what was learned during higher education. Furthermore, this study demonstrated how fit profiles differently influence formal and informal learning activities.

Three Theoretical Perspectives on Informal Learning at Work

2009 ◽  
pp. 695-706
Author(s):  
Mary F. Ziegler
Keyword(s):  
Adult Education ◽  
Informal Learning ◽  
Workplace Learning ◽  
Learning Approaches ◽  
Learning At Work ◽  
Theoretical Perspectives

The workplace is a key arena for learning in today’s society. The spiraling demand for knowledge in the workplace has increased interest in informal learning. In the field of adult education, informal learning has been recognized as one of the primary ways that adults learn throughout their lives. Although there are numerous informal learning approaches, the goal of this chapter is to explore three theoretical perspectives of informal learning in the workplace: individual, social and integrated. These perspectives raise issues as well as highlight the limitations and benefits of informal workplace learning. The chapter concludes with solutions and recommendations for dealing with the issues and implications for the practice of adult education.

Integrating formal and informal learning at work

2004 ◽  
Vol 16 (8) ◽  
pp. 479-491 ◽  
Author(s):  
Lennart Svensson ◽  
Per‐Erik Ellström ◽  
Carina Åberg
Keyword(s):  
Informal Learning ◽  
Learning At Work ◽  
Formal And Informal Learning

What are drivers for informal learning?

2016 ◽  
Vol 40 (3) ◽  
pp. 130-154 ◽  
Author(s):  
Eva Schürmann ◽  
Simon Beausaert
Keyword(s):  
Human Resources ◽  
Informal Learning ◽  
Background Characteristics ◽  
Structured Interviews ◽  
Learning And Development ◽  
Content Type ◽  
Learning At Work ◽  
Hrd Professionals ◽  
Comprehensive Framework ◽  
Online Feedback

Purpose – The topic of informal learning at work has received increasing attention in the past years. The purpose of this study is to explore in which informal learning activities employees engage and what are the drivers for informal learning. Design/methodology/approach – Semi-structured interviews were taken from ten human resources (HR) and ten marketing employees working at a German machinery manufacturer. Findings – Employees mostly learn informally by talking or collaborating with others, searching information online, feedback giving and seeking from colleagues and supervisors and reading. Next, it was found that organizational drivers, task and job drivers, personal drivers and formal learning influenced employees’ informal learning. Background characteristics on the contrary were not found to influence informal learning. Overall, within these categories, the following drivers had the greatest influence on informal learning: commitment to learning and development, feedback as well as interactions with and support from colleagues and supervisors. Research limitations/implications – The design of this exploratory qualitative study brings some limitations. Based on the findings, suggestions for future quantitative and intervention studies are done. Practical implications – The results show how human resources development (HRD) professionals could better support employees’ engagement in informal learning and gives an overview of the determinants that could be influenced and in turn have a positive effect on employees’ informal learning. Originality/value – This study is one of the first studies unraveling informal learning as perceived by employees. It develops a comprehensive framework for categorizing drivers for informal learning.

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