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In the United States, $162 billion was spent on corporate development in 2012. Yet, some studies unveil a "The Great Training Robbery", showing that no more than 10% of training expenses are effective. This research examines the misalignment between the investment in formal training settings and the actual learning behaviors which rely mostly on informal learning and digital tools (i.e. symbolic environment), empowered by an increasingly interconnected world. The research aims at understanding the emerging behaviors of learning in context among auditors and consultants from a French affiliate of a Big Four company. Based on Bandura's work on learning in an ultra-connected universe, we identify and develop four informal vicarious learning behaviors based on symbolic media. Our work has implications for Human Resources' value proposition, which shifts away from offering content-based training to developing learning capacity.

The effectiveness of corporate training continues to be questioned, despite its ongoing growth. Most learning time is spent in informal situations, triggered by situational needs and Nomadic Information Environments (NIEs). This is especially the case for knowledge-intensive workers who seek out knowledge that is less codified, but which is harder to identify exante. This article explores the connection between selflearning within NIEs and its context. Our theoretical framework is based on the work around informal learning, suggesting factors leading to the uptake of such practices. Through inductive reasoning, we applied a qualitative protocol for data collection in the context of two case studies representing knowledgeintensive workers. 32 interviews were conducted using a semi-directive approach. Triangulation was carried out analyzing 200 documents and tools, and 3 teams were shadowed and observed. We highlight 11 organizational factors (professional, managerial and technological). Our work updates the informal learning factors within the specific context of NIEs. By identifying these factors, we also recognize the need for organizations to facilitate access to suitable, efficient and high-quality self-learning options.

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