Introduction The current economic changes have made organizations and individuals improve their skills to be relevant during this difficult time of recession. The competition requires organizations to be innovative and move away from the conventional way of doing things to customer based services. This has made organizations set aside a good fraction of their revenue to improve the literacy level of their employees to make them more productive. Adults have also gone back to school to improve their levels of literacy, employability, and acquire possibilities of changing jobs easily. Economic change has also called for the adoption of the best technologies to increase cost-effective production. This radical change in the economy has left illiterate employees with low wages and without a possibility to self develop. Many of them are facing the risk of remaining jobless for a better part of their lives if they fail to do something about their situation. Organizations, on the other hand, have developed a great appetite for professionals with university degrees. This appetite originates from the fact that university graduates can lead organizations to higher levels. The desire for self-development, increased income, as well as raised production in organizations, has made adults go back to schools so that they can fulfill their career dreams (Fisher & Schneider 213). The current labor market does not provide enough labor force to satisfy this great demand for professionals. Organizations, therefore, have put in place their programs to train existing employees on developing the necessary skills, knowledge, and competencies required at the place of work (Fisher & Schneider 212). Illiterate employees have no other option apart from retaining their currently low paying jobs because of a lack of technical skills. Many have adopted survival techniques in organizations which include leaving all decision making roles to supervisors and managers. Their work involves only the execution of instructions from their seniors (Fisher & Schneider 213). Creating a skilled and educated workforce The high demand for an educated workforce has motivated organizations and individuals to come up with methods of satisfying this demand. The first option in creating a skilled and educated workforce is a process of personal development whereby individuals go back to schools and get relevant education to enable them to increase their employability. This guarantees them employment in their adult ages even during this period of recession. Going back to school also enables them to develop and advance their careers or even change employers easily (Fisher & Schneider 215). Alternatively, an organization can put aside a fraction of its resources to train their employees. This can be done by either taking them back to school or creating an internal program of education whereby employees are trained to have relevant skills which relevant to their job specification. They are then financed and given time off to attend to such programs. However, the challenge to the above method is the lack of a proper curriculum for adult education from relevant government agencies which makes its implementation difficult. Lack of curriculum also means that few resources have been put aside by the government to support education for adults (Kozol 189). Furthermore, poorly educated employees are not aware of the ben