We presented the theoretical aspects of transforming a traditional organization into a self-learning one. Based on the study of term self-learning organization various definitions and its characteristics available in the scientific literature, we have determined that there is no single self-learning organization concept, universal tools for its practical activities and generally accepted terminology. In addition, all the available self-learning organization sticks are only of a qualitative nature. The article identifies the key differences between a traditional organization and a self-learning organization, with an emphasis on organizational learning and effective human resource management. The quantitative indicators characterizing a self-learning organization are highlighted for the first time, which make it possible to determine whether a firm is a self-learning organization on the basis of statistical indicators, and to compare various organizations according to the degree of these characteristics’ development. Based on the obtained research data, we have clarified the self-learning organization concept using quantitative indicators.