When we talk about adult learning, we often focus on the individual—their motivation, time, and goals. But equally important is the role of organizations that can either support or hinder that development. In the continuation of the interview for EPALE, Ana Jovanović, entrepreneur and director of one of the largest educational platforms in the region—Krojačeva Škola—reveals what today's employers expect, what modern, effective training looks like, and why micro-credentials are becoming a key tool for empowering the labor market.

• How willing are companies in Serbia to invest in the professional development of their employees? Is there a need to raise awareness about this issue among companies?

In recent years, I have truly noticed positive shifts, but it’s still not enough compared to the potential that exists. A large number of companies in Serbia formally allocate funds for employee training, but these are often one-time training sessions that are not connected to the company’s long-term goals or to the personal development of employees. Learning is often viewed as an expense, not an investment—and that’s where the problem begins.

What’s missing is a strategic approach — a system that treats learning not as a one-off event, but as a continuous process. One of the main challenges is that in many organizations, responsibility for employee development lies solely in the hands of the HR department, while team managers have no clear role in the process. Without their support and personal involvement, a true learning culture cannot develop.

That’s why one of the key tasks is to empower managers. They are the ones who can (and should) recognize learning as a tool to solve specific business problems and as a way to retain good employees. When a manager knows how to ask the question, “What do we need to learn to be better tomorrow?”—a climate is created in which learning becomes a logical, natural part of work.

In our experience, the most authentic progress happens when:

• the company defines clear learning goals linked to business outcomes,
• employees see personal value in what they are learning,
• there is support through feedback, a flexible pace, and tools tailored to real working conditions.

This is precisely why we developed a special motivation learning program, which we implement in collaboration with companies. The program includes working with both managers and employees, supporting them in setting goals and developing techniques for personal motivation and tools for team support. We are especially proud that part of this program has been integrated directly into our platform, so users not only get high-quality content but also encouragement to persevere and apply what they learn.

• How do learners learn effectively—what are the key elements of quality training?

Learners learn effectively when they feel safe, guided, and connected to what they are learning. It's not enough to give them good content—we must also provide context, rhythm, and meaning. At "Krojačeva Škola," over the years we've identified several elements that make the difference between average and quality training.

First, the feeling of progress is crucial. Our courses are structured in small, clear steps. Each lesson has its own micro-goal. There is no sense of overwhelm, but rather a feeling of moving through the content with the constant impression: “I can do this, I’m moving forward.” This feeling is incredibly important for adults who often doubt themselves or haven't studied in a long time.

Second, feedback. At the end of a given segment, learners receive a quiz or practical task and then feedback—either an explanation of the correct answer or a proposed solution.

Third, relevance. Every piece of knowledge we share must be connected to real life and work. Our courses are focused on concrete tasks, not learning for a potential future situation when the need might arise — we teach what learners will be able to apply immediately.

Fourth, motivation. We give learners encouragement to persevere. Our courses don’t say, “You must.” They say, “We believe you can.” That’s a big difference.

Fifth, the feeling of not being alone. Even though they’re learning online, learners know there are people behind the platform who have thought about every step. Our instructors are top experts, and our courses are carefully designed to be engaging, logical, and supportive.

Ultimately—we truly believe that the person is at the center of every training, not the content. And when you approach things that way, everything else becomes clearer.

• What is your opinion on micro-credentials, and are they the future of lifelong learning?

Modern employers increasingly seek T-shaped professionals—people with deep expertise in one area (a narrow vertical) and a wide range of related skills (a horizontal), such as communication, teamwork, digital literacy, empathy, or understanding business context.

Micro-credentials are an ideal way to build that horizontal skillset while also deepening specific expertise. They allow people to develop new competencies at their own pace, respond quickly to changes in the job market, or prepare for entirely new professional roles.

At Krojačeva Škola, we see micro-credentials as tools that connect real market needs with personal development—and that’s the true essence of lifelong learning.

• What specific knowledge and skills are currently in demand in the Serbian labor market?

Employers today no longer look for just one thing—narrow expertise. They expect a combination of digital skills, knowledge of at least one foreign language, understanding of new technologies like artificial intelligence, and what are often called “soft skills”—such as adaptability, communication, critical thinking, and learning ability.

This may sound like a long list of demands—and it is. That’s why micro-credentials are becoming increasingly important—they allow these skills to be acquired in real time, whenever needed, instead of waiting for formal education systems to adapt. People today can no longer afford the luxury of learning in a “big package”—now, learning happens in steps, as needed, but with a clear goal.

• Finally, can you share a general piece of advice—for those already in the labor market and for future generations just starting to choose their profession (if it’s even possible to know today what future professions will be)? How can they manage their learning, and what knowledge and skills should they aim to acquire and develop?

My advice to everyone is: it’s never too late to learn something new. But it’s also not enough to learn just anything. Choose something that energizes you, but be honest — choose to learn something that you can really apply, what will bring you value? Develop your creativity and skills in communication, critical thinking, teamwork, and self-organization — because without them, no technical skill can reach its full potential.

You can find the first part of the interview with Ana Jovanović on this EPALE page.