ARTICLE 4: METHODS OF LEARNING IN AN ORGANISAION
Methods of learning in an organization
Developing employees’ skills and knowledge through learning and training in an organization is a wide strategic challenge to the firm. The organizations use different methods to train employees and the expected outcome from employees is the biggest success of that learning program.
The methods of learning in an organization are categorized into 3 major methods such as Formal learning method, the Informal learning method, and the experiential learning approach. Let’s talk about each category in detail.
1. Formal learning methods
Formal learning is a traditional method of learning. In another way, formal learning methods are also called structured and organized methods, where the information is presented in a structured way. For example, slides, books, documents, presentations, etc. Learning is done directly to the employees, and assessments are applied to verify whether the employees have learned from what they have been taught. There are different methods of formal learning, such as;
- Classroom training: It is a traditional learning method where training is done face to face-to-face sessions. This kind of learning session is much more effective for technical training, leadership development, and compliance training.
- Online learning platform: This is the current trend of learning that most people prefer due to its flexibility. This method has several advantages time accessibility, cost-effectiveness, and accessibility anywhere. Online learning methods are very effective for digital courses, interactive modules, and videos. For example, most organizations use LMS (Learning Management System) to provide easy training for employees. At the same time, LinkedIn is learning to develop personality, skills, and development. Moreover, there are several online course providers such as Coursera, Udemy, etc.
- Mentoring: This a one-to-one session where seniors guide and support their juniors in their careers by their experience in that field. This method increases knowledge on employees’ particular jobs by solving problems on time with the guidance of seniors.
- Workshop: This is the most common method used by most organizations. It is a short-term training to specialize employees in a particular topic. Employees get opportunities to share their ideas and practical exercises.
- Certification courses: This is the most recent and popular method that organizations use by enrolling their employees in job-related courses to make them experts. This kind of course might take some time to complete and in the end, employees receive certification for completing that course. This kind of learning method increases skills and keeps employees engaged to perform well in their jobs.
The informal learning method is another way of sharing knowledge in an unstructured way. It is a kind of sharing knowledge one-to-one. This method creates more collaboration among employees and builds a strong learning culture within the organization. This method does not have guidelines or time to complete the learning process. The employee can take their own time to learn, and this method does not have plans or outcomes to measure. Different methods of informal learning areas;
- Social learning: It is a method where people gain knowledge by sharing. This method includes collaboration teamwork and discussions. It is also called peer-to-peer learning, where employees get chances to gain knowledge from their seniors through their experiences.
- Knowledge-sharing platforms: It is a digital space where people can share their knowledge and ask questions to develop their skills. These platforms encourage learning, help in decision-making, foster innovation, and improve performance and productivity. For example, Google Workspace. This platform includes Gmail, Chat, Meet, Calendar, Docs, etc. The use of all these apps helps employees connect with each other and Google Drive helps to store documents and files when needed. Google's Workspace has different tools that are more flexible and easier for the working environment. In the year 2020, the Google Workspace was installed 3.8 million times by users, and it increased to 4.8 billion in the year 2021, which represents a drastic change.
- Microlearning: It is a learning strategy that involves gaining knowledge in small units. Learning modules break down into small topics, and users can gain more benefits and understanding. They can access each topic whenever they need learning support. Microlearning is more convenient from the educator's side and the learner’s side, as information can be remembered very easily. The global leading most well-known technology and engineering company Bosch also follows microlearning in their organization. The HR Director Jane Tham of Bosch believes that putting fun in learning is more important to understand and their company too follows bite-sized and mobile learning.
This method of learning is simply learning
by doing things. Employees improve their skills and knowledge through experience on the job, problem-solving,n g and real-life application. The learning can be on-the-job
training, action learning, internship, shadowing programs, job rotation, and
cross-training.
Conclusion
The effective learning method basically depends on the
skills and knowledge required, audience (freshers, managers, techstaffs, etc),
resource availability (time, cost, budget), and strategic decisions to reach
business goals by providing trainings (leadership training, compliance training,
skills training, etc.) when necessary to employees.
References
- Cestari, R.S. (2016). Structured vs unstructured learning in the workplace. Go1.com. Available at: https://www.go1.com/blog/structured-vs-unstructured-learning-in-the-workplace [Accessed 17 Mar. 2025].
- Hui, X. (2022). Google Workspace In-Depth Guide for Singaporean Businesses. Exabytes (Singapore) Official Blog. Available at: https://www.exabytes.sg/blog/google-workspace-for-singapore/ [Accessed 19 Mar. 2025] [Accessed 18 Mar. 2025].
- Sabdani, J. (2023). 7 Best Knowledge Sharing Platform Examples In 2023. Knowmax. Available at: https://knowmax.ai/blog/knowledge-sharing-platform/ [Accessed 18 Mar. 2025].
- WhatIs.com. (n.d.). What is microlearning (microtraining)? - Definition from WhatIs.com. Available at: https://www.techtarget.com/whatis/definition/microlearning [Accessed 18 Mar. 2025].
- Team, W. (2023). Microlearning Demystified: Proven Examples for Engaging and Efficient Learning. The Change Management Blog. Available at: https://change.walkme.com/microlearning-examples/ [Accessed 18 Mar. 2025].
Very interesting and detailed article which gives valuable information's about L&D. Effective L&D programs should be strategically designed to address specific skill gaps within teams. by identifying areas where employees need improvement and providing most appropriate learnings, organizations can maximize the return on their L&D investment. This approach not only enhances individual performance but also strengthens team capabilities.
ReplyDeleteDefinitely! An effective investment on learning program gives a return result such as increase in skills and knowledge of the employees, enhance productivity and performance, sustain in the industry with innovative ideas, etc.
DeleteWhat kind of learning method does your organization follow to keep employees more engaged in learning?
Great explanation of organizational learning methods. It clearly breaks down how organizations use a mix of formal, informal, and experiential learning. The comparison between all three learning methods helped me understand their impact better. Personally, I think experiential learning is more effective than the other two learning methods because practical experience helps employees to apply their knowledge in real situations at the workplace.
ReplyDeleteThank you for sharing your thoughts. As you said, experiential learning is more effective and easier to learn than formal or informal methods. But I would suggest that having a blended method of using experiential and structured methods will maximize the learning outcome of an organization.
DeleteWhat kind of learning method does your organization follow in sharing knowledge and experience?
How can organizations effectively combine both formal and informal learning methods to maximize employee development and performance?
ReplyDeleteWell, a mix of structured and unstructured learning ensures learning efficiency, puts gained knowledge into practice, and pursues ongoing learning. For an effective combination, the organization should understand the differences between formal and informal learning methods. Then it can apply widely used learning models like 70-20-10, which combine 70% learning from job experiences (informal), 20% learning from peer interconnection, and 10% through formal learning. Moreover over the organization can use digital tools like LMS as a formal training and can include informal methods like discussion and social learning to get more benefits.
DeleteThe combination of both formal and informal increases employee engagement and job retention, builds an energetic learning culture, and improves career growth. Techclass.com. (2024). How to Balance Formal Education with Informal Learning - TechClass | Corporate eLearning & Training Provider. [online] Available at: https://www.techclass.com/resources/lifelong-learning/how-to-balance-formal-education-with-informal-learning [Accessed 31 Mar. 2025].
What kind of learning tools or models are used in your company, and how do they integrate both formal and informal learning?
This article provides a comprehensive overview of different learning methods within organizations, offering valuable insights into both traditional and modern approaches. It effectively breaks down formal, informal, and experiential learning methods, highlighting how each can be utilized to foster skill development and employee growth. The real-world examples and references to tools like Google Workspace and microlearning strategies make the content relatable and relevant to today’s workplace trends. A great resource for organizations looking to optimize their training programs!
ReplyDeleteThank you for your valuable comment. The points you highlighted in the comment regarding types of learning, advantages, and usage of each model with examples show that you found my article very useful. Choosing the correct learning method with the use of available resources is very important for the long-term achievement of the organization.
DeleteOut of the above, what kind of learning model is your organization using, and what are the strategies for handling it?