Human Obsolescence

With the revolutionary growth of information, rapid technological change and tremendous growth of knowledge, the subject of ‘human obsolescence’ is becoming increasingly important for organizations as well as society. As a result of the expansion of new knowledge and the potential deterioration of previously held expertise, learning does not stop for managers and professionals after their education/training is completed. It is after that point that they become dependent on their own self-education strategies for updating, which are unlikely to be as systematic or comprehensive as those in the formal setting they left. A two-pronged approach needs to be adopted to tackle human obsolescence: one at the individual level and the other at the organizational level. At the individual level employees need to take the onus for their self-development and professional growth and take initiatives for self-renewal on a regular basis. Organizations too have a role to play if employees are to expend the necessary energy to remain competent and contribute towards organizational objectives. Continuing professional development of the employees must be an integral part of the organizational culture at every level of the hierarchy. In this article we have suggested that organizations need to adopt different approaches to deal with employees who are at the three different stages of awareness, intention and behaviour in relation to updating themselves.