Self-learning

Self-learning is when an employee learns independently, without a teacher or trainer leading them. They might work things out by trial and error on the job, or follow their own programme of study such as an online course, a book or a set of video tutorials.

Because nobody has to organise a session, self-learning can happen at a time and place that suits the individual. If the employee has internet access, they could complete a course at home in the evening, or look up how to fix a problem on their phone between shifts. For example, a hotel receptionist who wants to produce clearer rotas could work through a spreadsheet course over two weekends rather than missing work for a day of classroom training.

Benefits

• Flexibility – learning fits around shifts, family life and busy periods, so the business loses less working time.
• Self-pacing – an employee who grasps a topic quickly can move on, while someone who struggles can repeat material until it makes sense.
• Potentially lower cost – free or cheap online resources can replace paying for a trainer, a venue and cover staff.
• Responsibility – employees who take charge of their own development often feel more valued and motivated, and they become more adaptable as the business changes.

Drawbacks

• Lack of guidance – nobody checks that the employee is studying the right thing or is on track.
• Incorrect methods – material can be out of date or wrong, and trial and error can build bad habits, so a faulty technique may go unnoticed for a long time.
• Self-discipline needed – without deadlines or a trainer, it is easy to put learning off, especially after a long shift.
• Limited support – when the employee gets stuck, there may be no one to ask, so progress stalls.

Self-learning therefore suits motivated staff and fairly straightforward skills, such as learning a new piece of software. It is far less reliable for complex, safety-critical or legally required training, where expert instruction is essential.