A Proposed Conceptual Framework of Workplace Learning: Implications for Theory Development and Research in Human Resource Development

Abstract

There is common agreement about the importance of workplace learning. Discussions about the topic have mostly focused on two major components: formal training and informal learning. These components have become the defining features of workplace learning. This article proposes a conceptual framework of workplace learning that is comprised of the interaction of three variables: 1) the location of the learning; 2) the extent of planning that has been invested in developing and delivering the learning experiences; and, 3) the role of the trainer, facilitator, or others during the learning process. The need for the proposed framework stems from two concerns. First, formal training and informal learning represent incompatible levels of discourse, making it difficult to have a cohesive understanding of workplace learning. Second, workplace learning appear to exclude a large segment of HRD practice, particularly when formal training programs occur in the work setting.

Influences of formal learning, personal learning orientation, and supportive learning environment on informal learning

“…Workplace learning is defined as either a means for addressing employee development that is consequently designed to enhance the likelihood of achieving individual and/or organizational performance, or as an individual process designed to achieve learning toward the attainment of personal and professional goals ( Jacobs & Park, 2009). Workplace learning includes both formal and informal learning in this study.…”

Informal Learning Exercise for Tic Professionals: A Study at the Superior Military Court

“…Regarding learning at the workplace, it cannot be supposed that the workplace is a unified environment or even a support/aid for all trainings (Tynjälä, 2008;Jacobs & Park, 2009). Besides this, it is important to understand that each individual learns according to his/her own strategies.…”

Learning the Secrets of the Craft Through the Real-Time Experience of Experts : Capturing and Transferring Experts’ Tacit Knowledge to Novices

“…These training sessions took place in the company's main training centre, in keeping with the conceptual framework of an off-the-job / structured / active workplace learning situation (Jacobs & Park, 2009). …”