Importance of Ongoing Learning

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In order to meet and adapt to expectations and requirements that have become part of daily life and work life, it is essential to become a "lifelong learner” '. This is done by continues development and improvement of skills to be more versatile and more competent.

Ongoing learning is very important because any kind and level of work is associated with changes and development, and these changes require new skills and knowledge.

Ongoing learning is to acquire and develop new knowledge, skills and abilities in response to changing performance standards and criteria. There are many challenges, faster and more frequent career changes, changing work situations and environments, and new relationships within and between organisations.

Individuals invest in continuous learning and lifelong development to keep their skills relevant and therefore transferable. Continued learning and lifelong development can take many forms. One category would involve additional training, another category means that a person asks for new assignments or projects that can teach him or her new skills and knowledge. A commitment to learning and development can also mean that a person keeps abreast with development within his or her current organisation as well as other organisations in the industry.

Proactive career development actions set a person able to anticipate change and to be better prepared for it. Ongoing technological development and the numerous opportunities created by the internet, for example, contributed to a movement away from the industrial age to the information and technology age.

Career competency involves individuals "know why" (values, attitudes, internal needs, identity and lifestyle), "know how" (networking, relationships, how to find the right people), "know what" (opportunities, risks and requirements ), "know where" (training and development), and "know when" (timing of choices and skills and qualities enable the person to pursue a meaningful career).

To create and motivate a culture of continuous learning and career competence in an organisation, the following needs to be established:

Create a culture of continuous learning to encourage innovation and experimentation. • Create a culture where knowledge and skills are transferred, a culture of training and development, and where this is actually applied in the workplace. • Give constructive feedback in terms of the person's work performance where it will really help the persons’ performance.

Manage performance through clear, understandable and realistic future goals, Do comprehensive job analysis.
Focus on and encourage professionalism and excellence in the employees’ area of work. • For employees whose skills and expertise are no longer applicable, re-equip and train them, provide them with the tools to develop new skills and knowledge in order to employable.


Mentoring is an organizational career management support practice aimed at enhancing the development of people. Mentorship refers to a personal developmental relationship in which a more experienced or more knowledgeable person helps a less experienced or less knowledgeable person. Mentoring is a process for the informal transmission of knowledge, social capital, and the psychosocial support perceived by the recipient as relevant to work, career, or professional development; mentoring entails informal communication, usually face-to-face and during a sustained period of time, between a person who is perceived to have greater relevant knowledge, wisdom, or experience (the mentor) and a person who is perceived to have less. Mentoring is a process in which the mentor offers on-going support and development opportunities to the mentee. The mentor offers guidance, counselling, and support in the form of pragmatic and objective assistance. Mentor and mentee share a common...
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