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HR's Role in Life Long Learning

 


The concept of Lifelong Learning has become increasingly prominent in recent years and has been a way in which organisations have opted so that they could be in-line with the ever-changing world. its true essence may still elude some. Importantly, learning occurs through a variety of avenues and settings including within one’s professional career, formal educational institutions, independently without formal accreditation and within personal and professional networks. Lifelong learning covers the whole range of learning that includes: formal, informal and non-formal learning. It also includes the skills, knowledge, attitudes and behaviours that people acquire in their day-to-day experiences (Dunn, E., 2003). Nevertheless, HR departments play a pivotal role in fostering a culture of continuous learning within organizations and this could be broken-down into the following manner -

- Microlearning.

- Personalized Learning Paths.

-Mobile-Friendly Content.

-Just-In-Time Learning.

Mentorship Programs


Figure 01

Formal mentoring programs have become an increasingly popular employee development tool(; Eddy, Tannenbaum, Alliger, D’Abate, & Givens, 2003)

Mentorship is a dynamic relationship in which a seasoned employee offers guidance, support and knowledge to a less experienced colleague. This bond is forged through mutual respect, trust and open and honest communication to facilitate knowledge transferring and skill development and can be further broken down into the following - 

- Matching Mentors and Mentees

- Creating a Knowledge Exchange Culture.

- Tracking Progresses. 

Upskilling

 Figure 02

The need for upskilling and reskilling the workforce is a global issue since international trading and outsourcing prevail in today’s economy (Li & Lu, 2021)

Being one of the most important proactive pursuits of fresh competencies or the refinement of existing skills to remain competitive in the ever-evolving job market. This targeted approach aims to acquire knowledge, expertise or capabilities directly pertinent to one’s current profession or industry, facilitating career advancement and adaptation to shifts in employment trends and given below are some of its key functions -  

-  Identifying Skill Gaps.             

- Providing Learning Resources.

- Encouraging Continuous Learning. 

Learning Analytics


Figure 03

Learning analytics leverage computational analysis of data related to the learning process to gain deeper insights and enhance the learning experience. Lifelong learning is something we should all be participating in, having an obligation to ourselves to continue learning throughout the whole of our lives (Eggelmeyer, S., 2010). A pivotal aspect of this discipline revolves around delivering timely information with the aim of facilitating more informed decision-making and improving educational outcomes.

- Tracking Learning Progress.

- Predictive Analytics.

- Feedback Loops. 

Conclusion –

It is vital that HR departments of organisations play a huge role in this aspect as it is known to be one of the most effective methods in which employees and organisations are kept on par with the worlds new business trends, monitor outside competition enabling them to assess, assist and be proactive in-order to maximize productivity and profitability creating win-win situations for both Employees and Organisations respectively.  

References

Dunn, E. (2003). Life Through Learning; Learning Through Life, The Lifelong Learning Strategy for Scotland: Summary (p. 3)

Available at :  http://www.scotland.gov.uk/Resource/Doc/47032/0028820.pdf.

[Accessed 01 April 2024]

 

Eggelmeyer, S. (2010, November 11). What are the benefits of lifelong learning?

Available at: http://continuing-education.yoexpert.com/lifelong-learning/what-are-the-benefits-of-lifelong-learning-445.html.

[Accessed 01 April 2024]

 

Eddy, E., Tannenbaum, S., Alliger, G., D’Abate, C., & Givens, S. (2003, April). Mentoring in industry: The top 10 issues when building and supporting a mentoring program. In S. Tannenbaum (Chair), Ensuring employee development on the job. Symposium conducted at the 18th Annual Society for Industrial and Organizational Psychology Conference, Orlando, FL

Available at : https://www.researchgate.net

[Accessed 01 April 2024]

 

Li, L. & Lu, Y. (2021). Status, Opportunities, and Barriers in Implementing Industry 4.0 in the US in Industry 4.0 in SMEs Across the Globe: Drivers, Barriers, and Opportunities; edited by: Julian M. Muller and Nikolai Kazantsev. Taylor and Francis ISBN: 978–0–367–76190–5

Available at : https://link.springer.com/content/pdf/10.1007/s10796-022-10308-y.pdf

[Accessed 02 April 2024]



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Comments

  1. Krishanthiny KrishnarajApril 5, 2024 at 9:13 PM

    I chose the same topic for my blog as well as its quiet important to understand that learning is a continuous process, you have summarized well!

    ReplyDelete
  2. Vindya EkanayakeApril 16, 2024 at 10:27 AM

    A well structured blog ..

    ReplyDelete

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