Worker Self-Learning: Between Economic Necessity and the Risks of New Exploitation Self-directed learning in the context of professional activity has ceased to be a personal matter or a sign of initiative, becoming a structural imperative of the modern labor market. It represents a complex phenomenon whose pros and cons reflect deeper contradictions between the needs of the knowledge economy and the socio-psychological capabilities of the individual. Benefits: Human Potential Capitalization Increased adaptability and maintaining competitiveness. In the face of rapid skill obsolescence (some data suggests that the "half-life" of professional competencies in the IT sector is 2-3 years), self-learning becomes the only way to remain in demand. This is a proactive strategy against professional devaluation. Example: a developer who independently masters a new programming language or framework significantly increases their market value and job security. Personalization and relevance of the development trajectory. Self-learning allows for the construction of a unique educational trajectory that corresponds to personal interests, strengths, and specific career goals. This contrasts with formal corporate training, which often has a general and disconnected from practice nature. A worker can immediately apply the knowledge gained to current tasks, increasing their efficiency. Development of metacognitive skills and agency. The process of self-learning trains critical thinking, the ability to set learning goals, search and filter information, and evaluate one's own progress. This develops professional agency — a sense of control over one's career and competencies, which is a key factor in psychological well-being in an unstable environment. Economic efficiency for both the worker and the employer. For the worker, this is often a free or low-cost way to grow (open online courses, webinars, professional communities). For the employer, this is a reduction in direct training costs ... Read more