Informal Learning
What is Informal Learning:
“Informal learning on the other hand is like riding a bike. The rider chooses the route and the speed at which they want to travel. They can take a detour mid-journey and join a group of other riders to enhance their experience” [6].
Informal learning is a type of learning that can be controlled by the learner. This type of learning is geared towards an individual making independent decisions by creating their own learning objectives. Informal learning differs from formal learning as informal learning does not require a professor or trainer to implement objectives in learning content. Formal learning is different from informal learning because it involves the instructional designer or professor creating objectives and determining what is considered to be acceptable work. Researchers have also described informal learning when learners create their own objectives as well as decide on their own what their perception of success appears to be [3]. A Growth Engineering article described how informal learning is unannounced and can happen at anytime by communicating, observing others, and through trial and error [6].
Informal Learning Boom:
There has been a significant growth of interest in informal learning in the past twenty years. Some of the interest has come from practicing instructional designers. The adoption of the performance improvement paradigm by most training groups caused interest transfer of training to the job to increase. Informal learning plays an essential role in effective transfer. Workers are able to build confidence as they receive guidance and coaching on their attempts. Workers are also able to observe coworkers and they have access to follow-up tutorials and performance support systems [3]. Another factor that influenced the growth of interest in informal learning is the rise of the Internet which can provide workers an abundant amount of information about different topics [3]. There are a lot of free tutorials and trainings online. If someone is unsure on how to do something like change a tire, there are a plethora of sources on Youtube that can help. Adults and kids will often just Google questions and they are able to get their answers within seconds. Social media has also caused the interest in informal learning to boom especially discussion boards and social networking sites like LinkedIn[3]. Individuals especially millennials are taking charge of their self-education and making it a priority. Informal Learning has become more popular because it saves time. Americans are now busier than ever and always on the go [5]. Instead of having to take a class on how to change your oil or go to a friend’s house, people can look it up online.
Common Forms:
Most Common Forms of Informal Learning Used by Instructional Designers:
Two Categories of Informal Learning:
- Building and learning skills and activities independently. Examples:
- Job trainings gives individuals an opportunity to gain knowledge, feedback on performance and apply learned skills for future references
- Tutorials are considered to be formal learning, but it is useful in helping individuals gain skills needed in the workplace as needed.
- Case studies are useful in this context as they are used for individuals to observe how peers have faced obstacles which provides them with insight to apply in the workplace
- Game and activities that allow users to examine the good and bad side of making decisions with rewards and consequences?
- Documentation is useful in the workplace as it provides guidelines on job protocol and evaluations that assist individual with how to perform in the workplace [3]
2. Promoting learning among a group of people: Examples:
- Organizing lunch and learn programs
- Coaching programs also assist in helping individuals learn by being coach and guided by receiving feedback and critiques from an experienced peer.
- Creating mentoring programs
- Developing webinars and seminars
- Moderating groups online through social media [3]
Informal Learning in the Workplace:
Characteristics:
Here are four characteristics of informal learning activities:
In order for effective informal learning to occur there needs to be leader to model it:
Participation in informal learning is influenced by the behaviors of the top leaders of the organization. If the leaders set a good example of engaging in informal learning and modeling the behavior, then workers are more likely engage in informal learning. If the leaders are not demonstrating a good example of how informal learning should look like then the chances of the workers engaging in informal learning are very low [3].
Informal learning is different from information sharing:
People every day share numerous facts or details with each other that may be relevant and have immediate application but no long-term benefit. These facts can also be called factiods which is just information or details about a particular topic. Learning from instruction not only tells but provides the opportunity to develop knowledge, skills, and attitudes. Learning influences the learners’ life and has the power to impact it [3].
Informal learning is a social activity:
Learning does not always occur in a scheduled classroom. Informal learning is meant to be a social activity. One of the most powerful means of social learning comes through communities. Communities share news and ideas, discuss various ways to perform tasks, and provide support to their members. One of the many benefits of communities is that they can help members apply ideas that are already documented into practice. They can help speed learners’ development by helping them learn from other members’ experiences [3].
Informal learning is not always efficient or effective:
When it comes to informal learning part of the challenge is that people may not always realize that they are performing a task incorrectly. According to Sitzmann, Elly, Brown, and Bauer, most people are often not effective at assessing their own skills and abilities[3].
Benefits of Informal Learning:
Informal Learning in Action:
Facilitating Informal Learning:
One of the ways that Informal learning is facilitated is by using technology. Here are ways that individuals may facilitate informal learning through technology and media:
- Web 2.0 technologies which are referred to as e-books, websites, and online tutorials
- Social media which creates a place for users to interact and learn from one another
- Enterprise learning systems which are applied to track, maintain, and link the use of technology on users
- Media that is not associated with computers which consists of classrooms, older films, and printed documents [3]
Instructional designers also facilitate informal learning outside of the use of technology by:
Gaining executive support for informal learning efforts
- This idea highlights how informal learning occurs in the workplace because individuals are learning from one another from trainings or professional development [3].
Subscribing to external content to expand learning opportunities
- The internet (Google) may limit individuals to what they may see or learn online, so it is important to explore other options such as subscribing to academic journals, reading books, and using online tutorials [3].
Supporting people in their informal learning efforts
- This idea displays that Informal learning is not just an individual action. There are several ways that informal learning takes place with the support of others: assisting others with finding ways to increase study habits with workshops on internet use and building study habits, and sharing information with colleagues and coworkers about different opportunities to increase learning skills [3].
Recognizing informal learning
- Recognizing informal learning in the workplace is not apparent because workers are learning things unintentionally. This occurs because learning is happening at a slower pace and workers are not recognizing that they are learning because of focusing on things that are happening in the work environment [3].
Supporting informal learning by fostering documentation efforts
- In order for employees to participate in informal learning, employees must have documents to learn work guidelines. The type of documents that supervisors in the work place must use to support informal learning are policies, standards, guidelines, procedures, and also job standards [3].
Designing informal learning materials for “findability” and “usability”
- “Findability” and “usability” are two tools that were discovered to assist users in being able to find materials for learning as well as for how to use the materials. It was discussed that often individuals experience problems when it comes to finding and using materials for informal learning [3].
Developing templates to publish content
- Templates are used to enhance informal learning by creating an outline and foundation to assist individuals with building consistent content for learning [3].
Keeping Content up-to-date
- Keeping content current in learning materials is important as it is shown that informal learning is halted when content is out-of-date. It is important to keep content current so that individuals are continuing to learn new and current ideas [3].
Continually promoting the availability of resources for informal learning
- Promoting resources is a way to increase the use of informal learning. It is described that this could done by using platforms such as EBSCO for subscriptions, newsletters, and promoting this use of learning in the work environment [3].
Theories and Models:
Constructivism Theory:
Informal Learning and Constructivism are related, and both have very similar characteristics. Constructivism is a collection of views that believe that learners gain knowledge by reflecting on their own experiences and through that they are able to construct their own understanding of the world. In a constructivist setting, the learner reflects and ponders on the meaning of their surroundings or experiences and learn during the process [3]. In both Informal Learning and Constructivism settings, the learners take ownership and responsibility of their own learning.
Situated Learning Theory
Informal Learning and Situated Learning Theory are related. Situated Learning Theory is a theory that states that learners learn best when learning is embedded within an activity and when students are actively participating in the learning experience. Learning is also usually unintentional rather than deliberate [4]. In both Situated Learning and Informal Learning, learning would not take place in the traditional classroom setting at a particular planned time. Learning would most likely happen by learning through experiences and in a social environment.
Case Study:
This case study focuses on adult learners from SIM University which is known for being the only university for college-seeking students in Singapore. The purpose of this study is to examine how social media and digital platforms are used in an informal learning environment. Particularly, the researchers wanted to see how useful digital and technology were to the students at this specific university. This research found from previous research that individuals are learning from DVDs, television, and the internet which sparked the interest of researching informal learning in adult learners. The main purpose of this study is to specifically examine the use of “New Media” which refers to social media platforms, apps on smartphones, and Web 2.0 applications develop an environment for informal learning [1].
-Problem Situation
The problem in this study is the correlation and connections between social media and informal learning. The researchers wanted to solve how adult college students apply social media to learning outside of the workplace [1].
-Solutions
Researchers collected data through panel surveys and questionnaires over the course of six weeks. Instructors at SIM University found an increase in analytical skills after using social media as an informal learning tool. They also came to the conclusion that there was an increase in knowledge skills as social media provided students with useful information and resources. They found that too much information on social media negatively effected some of their participants which caused a decrease in comprehension skills. Overall, researchers found that the perceptions that learners had on social media was instrumental in their learning abilities in learning environments [1].
This overall conclusion relates to Reiser and Dempsey 2018, as this study further shows how social media is useful in ways as it pertains to informal learning. The textbook discussed how LinkedIn and Facebook are specifically used in higher education to connect, learn from colleagues, and integrate learning through technology [3]. Also, one of the major ideas of informal learning that is mentioned in this case study is that social media and digital platforms as well as how students make sense and obtained information from learning outside of a formal learning classroom. Student are given the opportunity to observe and learn from applications, internet and television in this study [1].
Resources:
https://elearningindustry.com/informal-learning-in-the-workplace-8-benefits
https://trainingmag.com/trgmag-article/7-informal-learning-lesson
https://raccoongang.com/blog/difference-between-formal-and-informal-learning/
https://www.linkedin.com/pulse/rise-informal-learning-workplace-nigel-mason-apps/
http://www.musicalfuturesinternational.org/informal-learning.html
https://www.huffpost.com/entry/informal-learning-is-taki_b_5579911
https://www.kisspng.com/png-active-learning-education-informal-learning-profes-5523231/preview.html
Glossary:
Informal Learning – When students learn by observing and creating their own learning objective
Formal Learning – When students learn from an instructor and given an objective
Constructivism – This theory explains how individuals
Situated Learning Theory -This theory states that learners learn best when learning is embedded within an activity and when students are actively participating in the learning experience.
References:
1.Lee, B., & Sing, A. S. (2013). Social Media as an Informal Learning Platform: Case Study on Adult Learning at SIM University, Singapore. Procedia – Social and Behavioral Sciences, 93, 1158–1161.
2. Pandey, A. (2018, April 13). 8 Benefits Of Informal Learning In The Workplace. Retrieved from https://elearningindustry.com/informal-learning-in-the-workplace-8-benefits.
3. Reiser, R. A., & Dempsey, J. V. (2018). Trends and issues in instructional design and technology. New York: Pearson Education.
4.Situated Learning Theory (Lave). (2016, October 23). Retrieved from https://www.learning-theories.com/situated-learning-theory-lave.html
5. The Rise of Informal Learning in the Workplace. (n.d.). Retrieved from https://www.linkedin.com/pulse/rise-informal-learning-workplace-nigel-mason-apps/
6. What is Informal Learning? (2018, August 28). Retrieved from https://www.growthengineering.co.uk/what-is-informal-learning/
Authored by: Sandy Gamino and Danyelle Storey