Though workplace training is important, most workplace learning is employee-directed (Tannenbaum, 1997). The employee (i.e., the learner) must manage his own work-related learning by identifying knowledge competencies and gaps, setting learning goals, monitoring progress, and adapting strategies to meet learning requirements.

Most research on Self-Regulated Learning has been done on K-12 students or in the perfect conditions of a laboratory. There are some results that can be used in real life situations..."some work on questions about self-regulation of learning in the workplace suggests that each workplace is a complex system, where individuals’ work and learning activities are highly influenced by the workplace community and its social norms. The workplace system and community influence the defining and evaluating of learning goals, adaptation of strategies to social and organizational norms, and the nature of incentives and hindrances to learning" (e.g., Siadaty et al., 2012).