There is common agreement about the importance of workplace learning. Discussions about the topic have mostly focused on two major components: formal training and informal learning. These components have become the defining features of workplace learning. This article proposes a conceptual framework of workplace learning that is comprised of the interaction of three variables: 1) the location of the learning; 2) the extent of planning that has been invested in developing and delivering the learning experiences; and, 3) the role of the trainer, facilitator, or others during the learning process. The need for the proposed framework stems from two concerns. First, formal training and informal learning represent incompatible levels of discourse, making it difficult to have a cohesive understanding of workplace learning. Second, workplace learning appear to exclude a large segment of HRD practice, particularly when formal training programs occur in the work setting.
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