Seasoned learning and development (L&D) professional Robin Hoyle explains why organizations need to manage informal learning and how they can do it well. Planning and management apply to purposeful undertakings – for example, classroom instruction – but informal learning is ad hoc and unrestrained. The solution lies working with the inherent contradiction between unscripted improvisational learning and the degree of structure a company needs to organize its employees and to track what they know and what they’re learning. getAbstract recommends Hoyle’s guidance and his program to L&D professionals.
About the Author
Robin Hoyle is a training and development professional. His company, Learnworks, creates blended learning programs for global organizations.
Comment on this summary
6 years agoRead this one when you are interested in the 70:20:10 rule. Good ideas on where an organization could start with informal training, which is still underdeveloped - just go on your intranet and try to learn about a topic.
In our Journal
2 years ago
Education: Now Also a Company’s Business
Employers say universities fail to adequately prepare people for jobs – and find they need to be more proactive as a result. Education no longer stops at graduation. Learning in the 21st-century world of work is a fluid process, a way of adapting to technological advances and changing workplace conditions. Even fresh-backed college graduates often […]