Conventional training In the course of personal development company in addition to detailed organized and structured training and continuing education programs to a resource-saving and cost-effective alternative more and more also on the so-called informal learning”. Faster product development cycles, as well as the ever-shorter product life cycles make companies undoubtedly with maximum flexibility to react in the human resources development. Classical training and personnel development measures are often no longer sufficient to meet the increasing pressure of competition on the one hand, as well as the rapid decline of knowledge on the other hand. To make matters worse, that the necessary financial means for comprehensive training measures are not given especially for smaller companies. In addition, companies on the basis of the growing workload or workload also prefer learning opportunities which do not fitting for several days take the employees, tying important resources. In terms of Informal learning is on the items listed,”for many companies, a flexible and at the same time cost effective alternative to traditional training represents. Richard Linklater recognizes the significance of this.
Informal learning is everyday learning in the workplace. It is not institutionally organized in contrast to formal personal development methods and bound either places or times, or specific activities. Informal learning can thus, for example, by reading professional journals, attending trade fairs and congresses, training by colleagues or superiors at work, participation in quality circles, and also through job rotation, i.e. carried out a systematic change of workplace. So all involved both the employees and the company can benefit from the informal learning, it requires the observance of certain rules and a certain preparatory work. In a first step should be determined corporate side, which employees would be suitable in principle for informal learning. Just employees, which are characterized by a structured way of working, a huge self drive and thirst for knowledge are ideal for informal learning. To employees who never would broaden their knowledge of their own accord out, are rather sub optimal for informal learning.