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Training 4.0: Innovation, Innovation Productive Educational Approach - 3

At the end of the last article, I mentioned that corporate coaching systems are more effective than going out of classroom training. 

Let's open this up a little bit…


In the course of the development of industrial revolutions, parallel to the development of education, developments have changed in a historical process. It was the didactic information that was transferred to the learner from the expert according to the needs of the agricultural society, in which there were lessons and memorization and called Education 1.0. Education 2.0 as internet-based, and education 3.0 the education system producing information began to emerge. In this period the educational programs were revised according to the needs of the technology society ’(Öztemel, 2018: 27).

In this period, we can say that vocational and technical courses are organized. Turkey Continuing Education Centers stated in the dictionary as vocational and technical courses for people who cannot reach education, as courses arranged outside the status of vocational courses in order to prepare for life and profession, to bring work habits, to become an active producer, to work in a workplace or to have knowledge and skills to establish their own workplace and to prepare employees for a profession.

In addition to the production of knowledge, Training 4.0 has evolved into an innovation, innovation-producing education approach in a way that complies with the destructive and revolutionary concept of industry 4.0. Since the production of technologies that will provide industrial and social transformation is a basic necessity, ‘the Lifelong Education approach’ has become a basic understanding.


As stated in the World Economic Forum, people will be unable to do their routine work as the machines become capable of doing routine work. In this case, the competencies that people need to develop in the future will be competencies such as communication, relationship management, networking and problem-solving. In other words, the social transformation will be the internalization of lifelong learning by all individuals. However, instead of defining Training 4.0 as an educational system, we can refer to the ability to choose lifelong educational opportunities that will enable the internalization of lifelong learning. To be able to explain this issue more extensively, it is necessary to define the points of life-long education and lifelong learning. Lifelong education is an arrangement that aims to restructure and improve the whole potential of the remaining structure, which is not part of the structured education programs in our world, which is out of the current education system, or in the rapidly developing world. Lifelong learning refers to the orientation of the individual to the education needed within the scope of the individual's internal and personal responsibility. That is, the person who is an employable person chooses the education and training market as a customer by using his / her individual responsibility according to his / her needs. However, individuals who do not want to take part in employment, as well as the employability of the individual, have the right to this choice. In other words, the individual has to develop and change his / her competencies for personal or professional reasons on the basis of volunteer and self-motivation. Working with Industry 4.0 and changing the labour market very quickly, making the business world with algorithmic choices in recruitment, “the forty-year-old unmanned aerial pilot recreating itself as a virtual world designer”, (Harari, 2018: 48) length makes learning compulsory. In order to adapt to a wide range of professions in the future, it will only take place within the philosophical background of lifelong learning in the development of personal development, social inclusion, active citizenship, voluntary work competences, which will not be enough to receive training from lifelong education structures. The most critical factors in learning are goals, values and beliefs. The essence of lifelong learning is experience, discovery, learning, serving, storytelling and gamification.

In the Industry 4.0 environment, lifelong learning differs with the digitalization effect, and what do we do if the average life of companies seen as 60 years decreases to 18 years in the digitalizing world?

A tip; Entrepreneurship, social entrepreneurship, recognition of voluntary work in employment, online training, virtual training classes, microlearning and specialization to be analyzed as a form of learning to make the data to be analyzed ...

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