This post comes to you courtesy of your convivial and continually-learning guest blogger, Daniel Liestman a master’s degree student in the Training and Development program at the University of St. Francis (Joliet, IL). 

Moore & Klein (2020) accept that most learning in the workplace is informal, but realize the bulk of resources are provided for formal training.  In a survey (N=385) and subsequent interviews (n=20) of trainers they found T&D professionals engage in informal learning to foster informal learning by passing along articles or link to targeted individuals.  Trainers also supply just-in-time job aids and tools.  In addition, they create and curate learning objects and related materials for just-in-case situations.  Alternatives not explored might include brown bag sessions or walking about and engaging with staff.  Fostering informal leaning is a resource-efficient approach to counter budget and staffing shortfalls while improving organizational performance.

IMHO (in my humble opinion), Moore & Klein (2020) address an intriguing topic.  The rub is that the suggestions in the survey and those offered in the interviews are pedestrian (email, help sheets, filing away digital objects, etc.)   How might technology be better deployed?  How might online organizations foster those watercooler moments?  Could corporate maker-spaces foster creativity and discovery to grow the bottom line?  How can informal learning be tracked and evaluated?  The profession seems to have a wing-and-a-prayer approach to informal learning.  The research would have been more satisfying had the authors dug more.  I do hope this is not as deep as they could go, and this is all that they can offer.  Perhaps these topics can be pursued in subsequent research?

Moore, A. L., & Klein, J. D. (2020). Facilitating informal learning at work. TechTrends, 64(2), 219-228. https://doi.org/10.1007/s11528-019-00458-3