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Effect of Employee Learning Circles on Knowledge Sharing in the Workplace

Abstract

Employee learning circles refer to small groups of employees who meet regularly to discuss work-related experiences, exchange ideas, solve problems, and learn from one another, while knowledge sharing in the workplace refers to the process through which employees exchange information, skills, experiences, and practical knowledge with their colleagues. Effective knowledge sharing is important because it enables organizations to retain useful workplace knowledge, improve collaboration, and support employees’ continuous learning. However, limited opportunities for employees to exchange knowledge may restrict the spread of useful skills and experiences within organizations. This study will examine the effect of employee learning circles on knowledge sharing in the workplace. Employee learning circles provide opportunities for workers to engage in group discussions, peer learning, experience sharing, problem-solving activities, demonstrations, and collaborative reflection. Members can discuss workplace challenges, share successful approaches, explain procedures, and learn from the experiences of colleagues. Through regular interaction and collective learning, employee learning circles can create informal learning environments where employees have opportunities to exchange useful occupational knowledge. Knowledge sharing in the workplace involves employees communicating relevant information, explaining work procedures, exchanging experiences, sharing skills, and making useful knowledge available to colleagues. Effective knowledge sharing can help employees learn from one another and improve their understanding of workplace tasks. Employee learning circles may therefore influence knowledge sharing by creating structured opportunities for interaction, discussion, peer learning, and exchange of occupational experiences among workers. The study will adopt a quantitative research design. The population will comprise employees participating in selected workplace learning and development programmes. Data will be collected using a structured questionnaire designed to measure participation in employee learning circles and the level of knowledge sharing in the workplace. The instrument will be subjected to appropriate validity and reliability procedures before administration. Data collected will be analyzed using descriptive and inferential statistical techniques, while the relevant hypothesis will be tested at a 0.05 level of significance. The study is expected to establish that employee learning circles have a positive effect on knowledge sharing in the workplace. It is expected that employees who participate regularly in learning circles will demonstrate higher levels of information exchange, experience sharing, peer learning, and communication of work-related knowledge than employees with limited participation in such learning activities. The findings will have implications for teaching and learning in Adult Education by highlighting the importance of collaborative learning among working adults. Adult educators and workplace trainers can facilitate learning circles that encourage employees to discuss practical workplace experiences, exchange knowledge, and collectively address occupational challenges. Participatory learning methods, group discussions, peer teaching, and problem-solving activities can make workplace learning more meaningful and relevant to adult employees. The study will be significant to employees, adult educators, workplace trainers, employers, human resource practitioners, organizational learning managers, and organizations interested in employee development. Employees may benefit from increased opportunities to learn from their colleagues, while adult educators and trainers may gain useful information for developing collaborative workplace learning programmes. Employers may also use the findings to strengthen internal learning structures and encourage the effective exchange of workplace knowledge. The study recommends that organizations should establish and support employee learning circles as part of workplace learning and development activities. Adult educators and workplace trainers should provide appropriate guidance, discussion structures, and practical learning activities that encourage employees to share useful occupational knowledge. Employers should also create supportive environments where employees can freely exchange experiences, skills, and work-related information. The study concludes that well-organized employee learning circles can contribute to improved knowledge sharing in the workplace.

Keywords: Employee learning circles, adult education, workplace learning, knowledge sharing, employee learning, peer learning, collaborative learning, workplace knowledge, knowledge exchange, employee development, occupational learning, group learning, experiential learning, workplace communication, organizational learning