Institutionalization of Informal Learning Behaviors for Effective Tacit Knowledge Management

Abstract

As tacit knowledge is not delivered by written and verbal language, formal training has limitation for tacit knowledge management. Yet, informal learning featuring social interaction provides useful explanations for tacit knowledge sharing and creation. To effectively manage and support informal learning, firms informal learning behaviors to promote benefits of informal learning and to overcome its limitations. Workplace learning activities such as formal mentoring/coaching, on-the-job training, and communities-of-practice are originally informal learning behaviors but now extensively used as formal learning in the workplace. Institutionalized informal learning, despite its benefits, have still some concerns as its formality compensates employee's spontaneity determining the learning effectiveness. This chapter establishes a conceptual framework of institutionalized informal learning by reviewing the extensive literature. This chapter also proposes implications for future practice and research on institutionalization of informal learning.