Employee education, i.e. people in general, is generally accepted as one of the primary factors in achieving economic growth and development, the usefulness of which is manifested through the evidence of modern scientific literature in the context of the labor market and income distribution. In line with the fact that modern companies can no longer guarantee a permanent job with a permanent employment relationship, it is important to provide their employees with the possibility of continuous, lifelong business and personal progress required by the labor market. On-the-job education is one of the specific forms of non-formal education which implies the acquisition of knowledge and skills outside or within the organization in which the employee operates. Finding the appropriate method that a particular candidate will attend also depends on his prior knowledge, job description, as well as the type of activity of the company. The paper will explain the different methods of education in the workplace such as the education method of job rotation, case method, role-playing, mentoring etc., and the reasons for such a process. The aim of this paper is to combine different knowledge about adult education directed by the management of the organization, continuous social change and technological progress through the concepts of lifelong learning, knowledge society and the connection between the labor market and education. At the end of the final paper, the methods of evaluation of the acquired knowledge after completion of the educational activity along with private and social or market returns from investing in training are listed.