Today in vanishing distance world, in very fast development of the knowledge economics, sometimes called digital or net economics, are formed new consistent patterns. In this context, if it's a necessary to adapt or react to new challenges, which are determined by changes, are changing not only the individuals, but organizations and their structure too (Ulrich 1998). Organizations are changing depending on made to them terms. Every organization is living ontogenesis and phylogenies period, it means the period of organizations life and also individual period, typical only to that organization and depending from time, geographical location and other important events and processes. (Pundziene 2003) Also there arise some new types and forms of organization. Some of them are learning and net organizations, which beginning and start is connected with the end of the XX century, when are watched the dynamics of knowledge and changes, society needs, competition between organizations are increasing, also fast recovering and development of economics. By the constantly change in knowledge, competence of organizations to find news, assimilate new ideas, use them in proceeding of organization earlier as competitioners, has the direct influence to competitive advantage, development and survival in the market (Simonaitiene 2003). So if learning is guarantee for organizations to stay in the market, so the net organization structure must have the influence to implementation of conception in learning organization. So it presents this scientific problem. Connection between learning and network organizations in this study is handled as new space for the research. Research object: a network organization approach to learning organizations.The aim of the article- after sifting through learning and network organizations analysis to mark out for substantial elements of them and connections, also to give as an example the model for perfection of jobcentre as network and learning organization. Objectives: 1.To substantiate the theoretical concepts, main elements, and functions of learning organizations and network organizations and to define their advantages in comparison with traditional organizational structures and the connections of network and learning organizations. 2.To define the main attributes and needs for development of labor exchange as a form of learning and network organization. 3.To give the model for perfection of jobcentre as network and learning organization. Methods: -Analysis of the scientific literature -questioner, -statistic data analysis Research is prescript according to these scientific egulations: It is possible to develop only for sociocultural systems, where the main element is person. Sociocultural systems, as distinct from other systems, has the unique possibility to increase its objectives and possibilities in the process of development, but it is not a necessary to make it bigger, it is because of elements in that organization - people, who are self-sufficient developing. Jobcentre is a system, which has trappings of most systems and is comfortable to common laws of systems theories. The theory of systems treats the organization as harmonious and purposeful system, which decompounds of connected parts. The theory of system maintains that whichever segment of organizational proceeding in some degree affects the actions of other organizational segments. To this interaction is typical bilateral effect and tune of interdependence. The conception of Jobcentre as learning organization and singularity of activities are prescriptive by learning organization conceptions. (Ortenblad 2001, 2004, Pedler, Burgoyne, Boydell 1991, Senge 1990, 1994, 2000,) and by theory of constructionism, which defines learning as an active and continuous process, in which learners with the help of information from surroundings is constructing personal meanings and constructs of knowledge, which are reasoned by knowledge and experiences made before. (Kouzulin, 1998) Jobcentre, as a network organization is analyzed concerning to contingency theory, which says that there are no structures, which could be the best one, the structure is formatted by environment, by size of organization, history, power distribution (Argyris 1980, Blake and Monton 1970, Lawrence and Lorsch 1960, Woodward 1950) and network theory, which maintains, that in organization near formal structure consists nonformal connections - individual networks. So it means that persons are very important in organization, which has an influence to organizations behavior with help of nonformal networks. (Burt 1995, Morton, Brookes, Smart, Backhouse, Burns 2004, Nohria and Eccler 1992). Values of organization can merely change values of individual. Organization changes the decision of individual concerning to the process of organizational solutions (Simon, 1957). Contribution of person will be useful only than it will accord to image of organization, created by authorities in that organization. Modeling Jobcentre as learning network organization it is appealed to open system and learning network theories. Systemic logics and possessive activity attitude was chosen for the research, which enabled to analyze labor exchange as a system. Particularity of researched scientific problem determined that in this article dominates attitude concerning to this is the most suitable model of becoming learning organization should be not unique and based on one chosen suitable theory, but integral. This attitude lets to connect most of already known and used advantages of steps for becoming learning organization and orient in most effective removal of revealed defects, offering the reasoning of distinctive and individual model.