Summary of Informal Learning in Organizations

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Informal Learning in Organizations book summary
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Rating

8 Overall

9 Applicability

7 Innovation

7 Style

Recommendation

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.

In this summary, you will learn

  • Why employees prefer informal learning,
  • How to implement and measure informal learning, and
  • How social media hinder informal learning.
 

About the Author

Robin Hoyle is a training and development professional. His company, Learnworks, creates blended learning programs for global organizations.

 

Summary

Most Learning Is Informal, Not Formal
Learning is not restricted to classrooms or high-tech e-learning environments using sophisticated online modules. Informal learning takes place anywhere, among all employees, in every format, at any step of a process and all the time.

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    Martin De Urgoiti 1 month ago
    Read 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.

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