The Contribution of Lifelong Learning to Human Resource Development

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Although it doesn't seem like a new idea or practice, the concept of lifelong learning in it's contemporary and international discourse became well known and generally affirmed in the second half of 20th century, first with the UNESCO Faure report from 1972, and then with UNESCO Delores report in 1996. Today, in 21. century the concept of lifelong learning is the main objective of Lisbon Strategy (European Council, 2000). It's role is to strengthen the capacities of the workforce, with the required skills and competences for successfully coping with the new challenges and permanent (social, labor, organizational)changes in the globalized and changing business environment. This paper attempts to determine the need for learning, at individual and organizational level, methods and techniques of learning, styles of learning, and mainly, the criteria for selection of the employees that mostly need the learning in order to update their knowledge and skills (of course it depends on their job position within the organization and vocation), and finally the expected benefits from the learning process. The age as a variable, also has a great impact, because Europe is getting demographically old, and adults usually feel natural resistance for changes. Briefly, this paper analyzes the possible motives, barriers, and influencing factors for participating in the process of lifelong learning.

Keywords: Human Resource Management, Lifelong Learning, Organization, Human Resource Development, Competences, Vocational Training, Management Development
Stream: Adult, Vocational, Tertiary and Professional Learning
Presentation Type: Virtual Presentation in English
Paper: , , , Contribution of Lifelong Learning to Human Resource Development, The

Marija Topuzovska

Research Assistant Jr., Centre for Management and Human Resource Development, Institute for Sociological and Political - Juridical research
Skopje, Macedonia

I currently work as a Research Assistant Jr. in our Centre, and also as a professor assistant jr., i.e. I'm included in the realization of postgraduate studies for Human Resource Management here at the Institute. I have participated in following research projects as a team member: Management of cultural differences – new approach toward social transformation in republic of Macedonia (2003-2004) Institute for Economics – Skopje, UNESCO; Strengthening the capacities of NGO (2004) Ministry of culture of Republic of Macedonia, OSCE; The process of decentralization and promotion of the management in institutions of culture (2005) Ministry of culture of Republic of Macedonia; Balkan image of the world (2005) Macedonian Academy of Sciences and arts; Corporative Social Responsibility in Republic of Macedonia (2006) UNDP, ISPPI; Implications from the new working time in public administration (2006) Ministry of labor and social politics, ISPPI. I'm author of several published papers on following topics:The necessity of training toward establishing organizational changes(2007); Balanced Scorecard – Translating strategy into action (2007) Vth International conference management and engineering - Sozopol, Bulgaria; Lifelong learning – a strategy for society development (2007); Lifelong learning and career management as priorities for career development. (2008) ISPPI Annual 2007; Methods and techniques for promotion of citizen participation (2008). My special field of interest is the concept of Lifelong learning.

Ref: L08P0896