Informal Learning in the corporate scenario

The evolution of informal learning and its relationship to traditional formal learning are some of the key developments in training over the past decade. Call it a learner-centric model, if you will-one where content bubbles up through the organization by coming from anyone and anywhere. Leveraging the power of learning 2.0 services or capabilities can really be beneficial. Informal learning that takes place day to day from person to person is something that we are familiar with, but in a Web 2.0 world of interactivity, various forms of communication, collaboration, information and training become highly personalized. These include informal learning elements such as white papers, wiki’s and blogs, Google searches, knowledge management components and other useful bits and pieces that can be accessed via the Internet- and which don’t necessarily fit within a pre-defined learning structure. There are a variety of ways to leverage the value of informal learning in the corporate scenario, which could otherwise be called as corporate social learning. One is to have managers as instructors where they deal with practical application of the skills acquired and then have participants practice their new skills and provide feedback to determine what is and isn’t working. A second approach is to develop an internal teaching culture that can take advantage of existing resources-including blogs, webinars and the like-to extend learning well beyond the classroom.

And the third is use corporate social learning as a natural adjunct and follow-on to more formal methods, a very cost-effective approach that enables organizations to squeeze more knowledge and value out of the learning continuum. Lastly, a simple Google search really is informal learning. Your Learning Management System or Learning Portal should have the ability to do federated searches. If a student is searching for a class, they should also have the ability to find other resources that might save them a day of training and get the knowledge they need quicker.

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Multiple advantages of developing a learning portal

To achieve effectiveness in the learning organizations it is quite important to move further than just managing training delivery and controlling the cost of learning activities. As technology is becoming a huge part of the learning experience it’s vital to achieve a high rate of LMS adoption – and that requires a user-centered learning portal or website, that creates learning 2.0 destinations that fits the interest of specific learner segments.

When implementing an LMS, most training managers say their most important objective is to deploy and measure training and increase user return visits. On the other hand, in reality, most LMSs are too cumbersome for the typical learner. The best solution is delivering information in the flavor, format and context that appeal to younger audiences for whom training is often designed. This can be done by developing a learning portal that acts as a front end to your LMS, offering the relevance, immediacy and usability of a Web 2.0 website.

Apart from increasing user friendliness, learning portals tender other advantages. Portal technology means reduced support load on your IT staff, and decreased cost of ownership for the business.

A portal provides multiple advantages for multiple users of the system. It improves the user interface of the system at the front end, while providing administrators maintain a high degree of control at the backend. Though the goal is not to provide everyone with all information, it is to make the right information more accessible, when and where it’s needed. Even for a centralized learning system, it’s imperative to adopt a role-based approach to user access. This allows for capabilities such as informal learning, thus fulfilling the objectives of the organizations and the training managers.

In recent discussions with leading CLOs and Training Directors, Expertus asked, ‘What are the top learning challenges when you don’t have a learning system portal?’ The answers ranged from poor usability, inefficient search capability, unfriendly user interface, slow registrations, and sporadic customer training (check for the case for customer training portal development), to expensive and unnecessary customizations.

One important frequent response was the need for learning organizations to cater to new modes of learning delivery and informal or corporate social learning.

To learn more about this concept and to learn 6 ways to unlock the value of your learning technology, download the white paper.

If you need advice on how to increase the training efficiency of your learning organization, feel free to contact me.