Informal Learning: Its Influence on HR Development at RMS, Australia

This essay discusses the significant influence of informal learning on the human resource development of Road and Maritime Services (RMS), a major public sector agency in Australia. It highlights how RMS utilizes informal learning to enhance the skills and potential of its workforce, particularly among young workers, women, and aboriginal employees. The essay emphasizes the practical, experience-based approach of RMS's informal learning methods, which complement formal training and contribute to increased employee motivation, reduced unit costs, and improved service delivery. The importance of observing senior colleagues and continuous learning processes is also noted, with the organization recognizing the complementary nature of both formal and informal learning.

Running head: INFLUENCE OF INFORMAL LEARNING IN HR DEVELOPMENT OF RMS
Influence of Informal Learning in HR Development of RMS
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Author Note:

1INFLUENCE OF INFORMAL LEARNING IN HR DEVELOPMENT OF RMS
Informal learning is one of the most important and effective way of learning in any
organization or work place. The support and encouragement of the organizations influence and
develop informal learning in their set up. Considering the Road and Maritime Services that is one
of the biggest public sector agencies of Australia, the various ways in which informal learning
has rendered development in the human resource of the organization are discussed further in the
essay.
The Road and Maritime Services (RMS) agency of the New South Wales Government
that shoulders the responsibility of building and maintaining road infrastructure with compliance
to safety for roads and waterways (Roads and Maritime Services, 2018). The service has
manifested a steady activeness in its workers through the means of informal learning. This
method of learning appeal to people of all age groups engaged in work (Manuti et al. 2015).
However, the method has proved to be more important for accelerating performances of the
young workers. RMS’s informal learning process has been able to develop the human capital of
the workers to an extent that is generally unattained by the formal training courses that the
company previously had.
The safety measures that RMS conducts pertain to practical activities instead of resorting
to the formal ways. The members are given the opportunity to learn through their active
performances and practical application of the services. The experiences of the workers later help
them to get accustomed to the working procedures of the services by RMS. The organization
aims to deliver safe and high quality services to the community and for this; it shows huge
commitment to the members of the team to whom they train through informal learning. The
organization has a diversified work force that encourages women, people with disabilities and

2INFLUENCE OF INFORMAL LEARNING IN HR DEVELOPMENT OF RMS
the aboriginals as well. These people turn out to be the most efficient and skilled workers
through the greater influence that informal learning has on them.
A continuous change in technology and its advancement demands a continuous learning
process that cannot be expected out of formal learning courses. Thus, policy makers and the
executives of RMS emphasize on lifelong learning processes that informal learning ascribes to,
which automatically enhances the skills and potential of the workers. The employment of
informal learning has also led to a steady decline of the unit costs of production in the
organization that has contributed largely to the human resource development of RMS. Moreover,
through the informal learning procedure that RMS has adopted, it has not only developed the
skills of the workers and accelerated their performances, but has also effectively increased their
motivation for work with a greater involvement in the organization (Noe, Tews and Marand
2013). Thus, the services rendered by RMS have been smooth and very effective for the people
of South Wales.
The organization has a huge base of workers who have been engaged in the organization
for quite a long time. Thus, informal learning in aspect to observing the senior or co-workers and
learning from them is very relevant (Cunningham and Hillier 2013). This integrates a process of
learning on a regular basis. The organization reports that informal learning has been more
beneficial for the women workers who have sought and acquired knowledge regarding their
services very easily that reflects on their work. They are readily engaging themselves in new and
challenging activities regarding safety on roads and waterways and being very cooperative with
the experienced colleagues. The rotational job that RMS has for the workers to work in different
places at different times also indicate informal learning that has improved the performance of the
workers to a notable extent.

3INFLUENCE OF INFORMAL LEARNING IN HR DEVELOPMENT OF RMS
However, RMS also believes that both formal and informal learning are complementary
and one must not be neglected for the other. This has made the organization increase the working
capabilities of its workers and operate as a very successful and essential organization in Wales.

4INFLUENCE OF INFORMAL LEARNING IN HR DEVELOPMENT OF RMS
References:
Cunningham, J. and Hillier, E., 2013. Informal learning in the workplace: key activities and
processes. Education+ Training, 55(1), pp.37-51.
Manuti, A., Pastore, S., Scardigno, A.F., Giancaspro, M.L. and Morciano, D., 2015. Formal and
informal learning in the workplace: a research review. International journal of training and
development, 19(1), pp.1-17.
Noe, R.A., Tews, M.J. and Marand, A.D., 2013. Individual differences and informal learning in
the workplace. Journal of vocational behavior, 83(3), pp.327-335.
Roads and Maritime Services. (2018). Careers. [online] Available at:
http://www.rms.nsw.gov.au/about/careers/index.html [Accessed 5 Apr. 2018].