Lifelong learning: the key to professional and personal fulfillment.

Bruce Herrington was 62 years old when he earned his doctorate in education from the University of Virginia. Clifford Straehley, a Harvard-trained doctor who spent 30 years as a thoracic surgeon and medical school professor, at age 81 enrolled in undergraduate courses in religion and philosophy

These are just three examples out of thousands of older Americans who are continuing their education at a stage of life when most of their contemporaries are retired or contemplating retirement.

With the possible exception of Herrington, it's a safe bet that these three, or the majority of other students in their 60s, 70s or 80s, aren't cracking the books for professional development.

[ILLUSTRATION OMITTED]

HR professionals, however, have a clear motive for continuing their education: advancing their careers. They know that the more business acumen they develop and the more knowledge they acquire about the business environment of their organizations, the more likely they will operate as key players in setting organizational strategy.

Strategic HR leaders are knowledgeable about the external forces (customers, competitors, suppliers) that affect their organizations and the internal systems, processes and infrastructure (information systems, production requirements, distribution channels, financial management) established to address these forces. And, through ongoing education, they have developed an extensive business vocabulary--i.e., they are able to communicate with their CEOs, CFOs and CIOs in the language of business.

So how can HR professionals acquire business literacy? Attending classes at a college or business school is one option. Returning to school in pursuit of an MBA is another. Either route will eventually get you where you need to go.

But the Society for Human Resource Management strives to provide HR professionals with additional options. To help develop a deeper understanding of business fundamentals, SHRM offers the SHRM Academy, a series of one-day courses covering finance, strategy, marketing, operations and implementation management. You can take these courses at times that fit your working schedule--and receive credits in the process.

Another option is "Business Literacy for HR Professionals," a series of books recently published by SHRM and the Harvard Business Press that convey business knowledge from an HR perspective.

No matter which educational option you choose, whether from SHRM or elsewhere, continuing to broaden your knowledge is essential. It also can be personally rewarding. Learning isn't something that ceases when you leave school. It shouldn't end when you receive that "C" (for "chief") in your job title or, for that matter, when you stop working. Learning is a lifelong pursuit. Just ask Bruce Herrington, Clifford Straehley or Barbara Bick.