Employee obsolescence is an issue that each organization and individual has to take seriously. The revolutionary growth of information, rapid technological change and the dramatic shifts in labor force distribution has made the dangers of skill obsolescence and eventual job loss a reality for many employees. The need for retraining will continue to increase. People must be creative in everything that they do, be it innovative thinking, their mind, skills or competence. Continuous learning will assist in updating knowledge and keeping up with the latest trends. Therefore, the expansion of new knowledge and the potential deterioration of previously held expertise can be addressed through continuous learning. Learning does not stop for employees after their education or training is completed, it is a continuous process.

Obsolescence has been defined as the degree to which organizational professionals lack up-to-date knowledge or skills necessary to maintain effective performance in either current or future work roles. Obsolescence is a problem for many professionals in most organizations. It is particularly an acute problem for technical professionals and managers of specialized functions. Today, however, it is becoming a serious issue among all professional groups.

An organization can keep its employees' skills updated through professional development plans, educational opportunities, in-house training, mentoring, seminars, conferences, trade magazine subscriptions, tuition remissions, sabbaticals and release time for personal improvement. This will, not only increase competence, but will also keep the workforce interested and refreshed. It also creates a sense of obligation towards the organization which provided them with the opportunities.

HRM Review Magazine, Employee Obsolescence, Career Development Programs, Labor Force Distribution, Professional Development Plans, Career Development, Self-assessment Process, Work Environments, Career Plans, Job Assignments, Organizational Culture.