The Strategic Role of Continuous Education

One way to stay on top of a rapidly changing market is to implement a business strategy that maximizes the synergies between lifelong learning and workforce productivity.

Without appropriate technological support, training programmes appear to be less effective. Research has shown that E-Learning proves to be an excellent way to achieve quality results in a short timeframe. Online-delivered learning, within a context of continuous education, is considered strategic because it:

  • Keeps the workforce appraised of their job functions’ developing requirements, enabling them to make a positive impact within their Organization and help that Organization achieve its aims and goals
  • Aids succession planning, helping workers to acquire the knowledge and skills to help them progress within their Organization
  • Allows Organizations to keep training budgets under tighter control, develop and retain existing employees and reduce the costs related to external human resources recruitment, selection and on-boarding

The current speed of change means that employees need to be trained continuously in order for Companies to avoid the dangers of being out-thought and out-maneuvered by competitors. Thankfully, entrepreneurs, senior executives and business managers recognize this.

A poorly educated workforce results in decreased, indeed ever decreasing, and levels of productivity and reduces their ability to deliver results. Ignorant and poorly skilled staff can’t (or at least shouldn’t) be promoted – since they don’t have the appropriate skills to help their company reach its business objectives. So Organizations need to go to the expense, in terms of time and trouble, of recruiting staff with new knowledge and competences from outside the organization in order to cover middle and senior level positions.

It’s important to realize that not only does this practice have a negative impact on the organization, in terms of high costs per individual worker, but company results show that this approach isn’t always successful.

According to recent research (Lifelong Education and Labor Market Needs, published in The EvoLLLution online newspaper) examining the need for continuing education in the workforce, 64% of executives who are recruited externally fail within four years of joining the organization.

Ideally, every company should have a plan in place for each of their employees. This plan should set out career development paths and the required training programmes that will enable the employees to develop the necessary knowledge and skills.

  • This field is for validation purposes and should be left unchanged.