Entrepreneurs have an emotional attachment to creative economy community actors who encourage the empowerment and preservation of local wisdom with the concept of education for adults because the workers are classified as productive age on average over the age of 25 years as workers in tile factories and other jobs domiciled in rural areas. Empowering workers in tile factories through a consistent performance can be classified as the principle of lifelong education to understand the nature of maintaining a local tradition.

1. Employers should provide and promote a lifelong learning policy and opportunities for personnel professional development through educational programs.

2. Provide adult learners relevant workplace learning and skills that can translate into a career pathway.

3. Award grants or study leave to employees who demonstrate higher ability and curiosity to learn or acquire new knowledge in higher learning institutions.

4. Give adult learners autonomy and flexibility over their work schedule and their learning.

Dear Ms. Younis!

You raised a relevant problem. I am from Hungary and live in Finland. I take a European view here:

1) Clancy, S., Hefler, G., Rapanà, F., Steinheimer, E., Studená, I. (2023). Work and Learning in the Adult Education Sector: A Cross Country Comparative View. In: Holford, J., Boyadjieva, P., Clancy, S., Hefler, G., Studená, I. (eds) Lifelong Learning, Young Adults and the Challenges of Disadvantage in Europe. Palgrave Studies in Adult Education and Lifelong Learning. Palgrave Macmillan, Cham. https://doi.org/10.1007/978-3-031-14109-6_13, Open access: Chapter Work and Learning in the Adult Education Sector: A Cross Cou...

2) Ioannou, N. Professional development of adult educators: A European perspective. Int Rev Educ 69, 379–399 (2023). https://doi.org/10.1007/s11159-023-10014-0, Open access: Article Professional development of adult educators: A European perspective

3) Tikkanen, J., Jacovkis, J., Vanderhoven, E. (2022). Exploring Young Adults’ Lifelong Learning Policy Participation Styles: Comparative Perspectives from Finland, Scotland, and Spain. In: Benasso, S., Bouillet, D., Neves, T., Parreira do Amaral, M. (eds) Landscapes of Lifelong Learning Policies across Europe. Palgrave Studies in Adult Education and Lifelong Learning. Palgrave Macmillan, Cham. https://doi.org/10.1007/978-3-030-96454-2_5, Open access: Chapter Exploring Young Adults’ Lifelong Learning Policy Participati...

4) Federico Guerrini (2023). European year of skills: How to upskill and reskill workers to meet labour market needs, March7, 2023, EIT Digital, Available at: https://www.eitdigital.eu/newsroom/news/2023/european-year-of-skills-how-to-upskill-and-reskill-workers-to-meet-labour-market-needs/

Yours sincerely, Bulcsu Szekely

Dear Ms. Younis!

I add details on the situation in Finland. The economic crisis in this Nordic country forces companies to save money. Unfortunately, life-long learning projects are one of the first targets for leaders to cut from. Despite cuts, some universities such as LUT University invest in adult programs:

Lappeenranta-Lahti University of Technology LUT. FITech courses for adult learners, LUT University, summer 2023, Available at:

https://opintopolku.fi/konfo/en/toteutus/1.2.246.562.17.00000000000000014923

Yours sincerely, Bulcsu Szekely

Dear, I think that employers can support adult education and continuous learning through the promotion of training courses that increase the skills of each worker, enhancing their individual characteristics but at the same time creating a team that works in team. Definitely setting a good example by growing up with them, being an example in everyday life through love for one's work and for the work environment, respect for individuality and empathy.

Professional development funds and opportunities can help to encourage this, such as having a designated amount per employee that workers can apply to receive and apply toward educational pursuits. Having an educational benefit (i.e. company funding toward training and education) is also helpful. Finally, having a culture promoting curiosity and inquiry where leaders talk openly about their own pursuits toward lifelong learning and acquiring knowledge and wisdom, and encourage others to do so.

Implementing tuition reimbursement programs can be a significant incentive for employees to pursue further education. This not only aids their personal growth but also brings new skills and knowledge to the organization. Employers can also introduce flexible work hours to allow employees to attend classes, making education more accessible for those who might otherwise struggle to balance work and study.

Essentially, the outcome desired from providing education, learning & development to employees is improved job performance. Hence, employers should incorporate the learning dimensions into the employees' performance appraisal management system. What gets measured, gets done.

Employers can plan training plans based on identified training needs. They can also encourage adults to enroll in these training courses and it is essential that employers value the knowledge gained from these training courses and entrust trained employees with appropriate tasks. Employers can also help finance training to motivate adults to learn

Employers can support adult education and lifelong learning among their employees by putting relevant policies & procedures in place first. They need to allocate resources to fund lifelong learning processes and activities. Required logistics need to be provided such as venue, time, staff to coordinate and Laise the activities.

Hello Ms Younis,

While clearly US focused, here are a couple of book references and links to my reviews of them that may be pertinent.

Work Disrupted by Schwartz et al

https://www.amazon.com/review/R2N0GNCLQMU9YF/ref=cm_cr_srp_d_rdp_perm?ie=UTF8

Long Life Learning by Weise

https://www.amazon.com/review/R1Y3YYDZJLS126/ref=cm_cr_srp_d_rdp_perm?ie=UTF8

All the best with your work.

Fred Cheyunski

Lifelong learning and especially continuous training in the business world is becoming increasingly important in a world of constant renovation and change. It is precisely these changes what makes us live in an accelerated way and expect everything to be immediate.

Providing skills training, learning opportunities, and microcredentials that are aligned with employers' current and projected needs is one way to help every employee of a company. Emphasize issues such as vulnerability, displacement due to automation, and limited formal education. The microlearning strategy is an alternative to support employees.