Abstract:
The purpose of this study was to identify and analyze informal learning among workers in the workplace. Informal learning was defined as the acquisition of skills or knowledge intentionally or unintentionally that has taken place in the workplace in which the learning process was not determined by the organization. Formal learning, on the other hand, is the traditional method of training that involves planning, specific objectives and measurable outcomes; usually occurring in a specified setting, mostly in a classroom. Formal instruction accounts only for a small percentage of the learning that takes place on the job. Some research findings suggest that 80 % or more of learning occurs outside the formal classroom, and that this learning takes many forms. If so much learning takes place outside of the formal classroom, then study in this area is critical. The basic assumption of the study was that workers learn in the workplace primarily through informal learning. The specification of this study was on the informal learning processes employed during the work activities by the employees. These were seen as necessary to be investigated to understand what was meant by the informal learning in the workplace thoroughly. Also, by pinning to the related literature, it was another concern to determine the factors that lead to informal learning in the workplace. The sample of the study constitute by fifteen adult employees who were working as software engineers in a private bank in stanbul. The data was collected by an interview using a semi-structured interview guide developed by the researcher. As a result of content analysis the informal learning experiences of the subjects were categorized and named as learning on their own and learning from other people. The informal learning activities under learning on their own were specified as execution of the job, exploration, and trial and error. The informal learning activities involved in the learning from other people were questioning, mentoring, personal interactions, working in teams, observation, listening, role modeling, and on-the-job training. The factors contributing informal learning to occur in the workplace were classified and named as job related factors and personal factors. Efficiency, promotion, salary increase, mastery of the job, security, and career were named as job related factors; while recognition/respect, personal development, joy of learning, self-esteem, and socialization were named after personal factors. Findings of the study indicated that adults were mainly self-directed learners. However, they needed to use different kinds of resources, and they relied either on other either material resources or human resources to learn about their inquiry. Experience was a distinguishing characteristic of adults and also a very significant criterion for selecting the resource people to resort to whenever necessary. So it was certainly necessary to make all the resources available to the employees.
