1. What is Informal Training?

Informal training is unstructured, experiential learning that occurs naturally in the workplace through mentoring, peer collaboration, on-the-job practice, and real-world problem-solving, rather than through formal classroom programs or scheduled courses. This type of training promotes continuous learning, encourages knowledge sharing, and allows employees to develop practical skills in a flexible and context-driven manner. Informal training also enhances adaptability, fosters collaboration, and complements formal training initiatives to build a more skilled and resilient workforce.

2. Why is Informal Training Important?

It fosters continuous learning, adaptability, and knowledge sharing in everyday work, complementing formal training efforts.

3. Common Examples of Informal Training

• Mentoring and coaching
  
• Peer-to-peer learning
  
• Job shadowing
  
• Self-directed learning
  

4. Example of Informal Training in Practice

A new employee learns software skills by working alongside an experienced colleague rather than attending a formal course.

5. Best Practices for Encouraging Informal Training

• Promote a culture of knowledge sharing
  
• Provide opportunities for mentorship
  
• Recognize and reward informal learning
  
• Support access to learning resources
  

6. Related HR Terms

• Formal Training
  
• Learning and Development
  
• Employee Engagement
  

7. FAQs About Informal Training

Q1. How does informal training differ from formal training?
Informal training is spontaneous and unstructured; formal training is planned and systematic.

Q2. Can informal training be documented?
Yes, through learning logs or mentoring records.

Q3. Does informal training count towards career development?
Absolutely, it enhances skills and experience.

Q4. How can managers support informal training?
By facilitating peer collaboration and coaching.

Q5. Is informal training effective?
Yes, especially for practical, job-related skills.