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무형식 학습의 방법에 대한 사례연구

A Study on The Way of Informal Learning at Corporate Workplace

이성엽
한국인력개발학회 (The Korean Society For Human Resource Development)|2009.02|HRD연구 (The Korean Journal of Human Resource Development Quarterly)|제11권 제1호|pp. 1-51|DOI 10.18211/kjhrdq.2009.11.1.001

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참고문헌

키워드

Modeling자기주도학습Reflection대화모방경험학습성찰Imitation관찰ObservationInformal Learning무형식학습Dialogue

초록

본 연구는 근로현장(workplace)에서 무형식학습(informal)이 어떠한 모습으로 일어나는지에 대한 질적연구다. A은행을 대상으로 실시한 본 연구는 현장에서의 무형식 학습의 방법으로 첫째, 근로자가 현장에서 직접적으로 체험하면서 무형식학습이 일어나는 것을 발견하였다. 업무를 직접 실천하면서, 숙련된 동료들의 업무수행을 관찰하면서 학습은 일어났다. 특히 선례가 없는 선구적인 일을 담당하거나, 벅차게 느껴지는 업무를 수행할 때, 그리고 업무수행 중 실수하는 과정을 통해 무형식학습이 일어났다. 둘째, 관찰이나 비교와 같은 간접적인 체험도 무형식 학습의 중요한 방법으로 발견되었다. 셋째, 근로현장에서 동료들과의 대화는 무형식 학습의 중요한 방법이었는데, 대화의 내용이나 장소는 크게 상관없었다. 특히 핸드폰문자나 e-mail등을 통한 의사소통도 중요한 무형식 학습방법이었다. 넷째, 본인이 체험한 상황을 자기 나름대로 정리하는 성찰과정 역시 무형식학습의 중요한 방법임을 알 수 있었다.

Abstract

The purpose of this study is to observe how the informal learning takes place in corporate organizations. Employees working in Bank A, grown-up learners, were selected as the object of the observation, and how they learn in workplace. During the research, the method of qualitative research was carried out for over a year, aimed to eleven employees of Bank A, such as depth interviews of several times, narrative analyses, open-ended questions and observation. As an answer to the question of how the research objects learn in workplace to play a role of a member of a corporate organization, it was found out that the employees learn what they need by observing competent seniors or colleagues working nearby. They observed the overall behavior of the workers as well as their work performance, so that they could obtain, by watching, information and knowledge of not only work but also other aspects of life from colleagues. What matters here was the initiative of an individual. Though the informal learning of a business organization was basically limited from the point of workplace and work hour, there was no limit of time, space and method when learning. Informal learning was thus found out to be the results coming from natural opportunities of everyday life when a grown-up learner controls his or her learning. The workers observed the way of life of close seniors or colleagues who were considered competent and imitated their behavior thought to be useful. The imitation here was not only being acquainted with work duty by repeatedly imitating the behavior of others, but also trying to follow invisible values of a person who is observed, like attitude, thought and passion. And the research objects were found to make continued comparison with others when learning. The grown-up learners of the company learned through conversation with people of superior position. Talking with one's superiors or colleagues, as a method of informal learning, was a great help especially for new employees to adapt themselves to workplace at the beginning period. They obtained basic knowledge of work, felt psychological security and learned organizational culture through communication. It was the conversation on work duty with seniors or colleagues that was the best opportunity of learning; other everyday talks not related to work were also a route of learning which can stimulate an individual growth and development. When having a talk in informal places, not related with work duty, it became another way of learning for employees to feel attached as a member of a company and to know their identity. Such conversation was conducted through face-to-face talks, e-mail and text messages. The people observed were found to accumulate their own know-how through the process of reflection, which can be called self-directed learning. Reflection was a very important factor for informal learning of such various kinds to have a meaning as educational experience, not just simple experience. The learning could have an educational meaning only after the learners went through the process of reflection by which personal experiences could be generalized.

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