2018 North American Training Report: Industry Trends

2018

NORTH AMERICAN TRAINING REPORT: INDUSTRY TRENDS

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EDITOR: Abby Guthrie

LAYOUT:

Darrah Caughey

CONTRIBUTING WRITERS: The findcourses.com team 2

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TABLE OF CONTENTS 04 06

FINDCOURSES.COM: PART OF EMG – EDUCATIONS MEDIA GROUP

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FINDCOURSES.COM: OUR AUDIENCE

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A breakdown of our audience by company size, level, and industry

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HEADLINES FROM FINDCOURSES.COM

What we’ve been up to and what we’ve got on the horizon

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TOP TRAINING TOPICS BY DELIVERY METHOD

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POPULAR TRAINING TOPICS

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An overview of visitor traffic and interest by training topic and geographic region

TOP ORGANIZATIONS USING FINDCOURSES.COM

TRAINING SUPPLIER SURVEY 2017-2018

Predictions and trends from North American training suppliers

PROVING VALUE IN THE FACE OF FLAT EXTERNAL TRAINING SPEND Helping your clients prove the ROI of L&D

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TRAINING INDUSTRY TRENDS AND PERSPECTIVES

Training Industry shares their insights on the North American training market

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L&D BENCHMARKING SURVEY: 2018

U.S. L&D professionals report on their employee learning budgets, their biggest challenges, and more

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ABOUT FINDCOURSES.COM'S USERS An overview of blah blah blah

FINDCOURSES.COM: PART OF EMG – EDUCATIONS MEDIA GROUP At findcourses.com, we are passionate about empowering companies and professionals to find the right training. As the North American arm of EMG – Educations Media Group, the market leader for education search worldwide, we’re part of a network of targeted search engines for education throughout the world.

The modern organization relies on external partners to help meet today’s accelerated human capital demands, and keeping up requires a platform where they can find, compare, and reach out to new training partners easily. By helping corporate training buyers more easily compare vendors, our directory helps them find the right-fit provider faster.

In addition to our cost-free search engine, our findcourses pro solution offers a number of enterprise services for learning procurement and contract management. Talk to us about simplifying and getting the most out of your existing learning framework agreements through single entry booking and invoicing, LMS integration, navigating global regulatory compliance and much more.

We’re proud to work with our partner Training Industry in a shared mission of helping professionals find the right education. Together, we power North America’s most comprehensive course and training search engine helping training suppliers get their services in front of the right companies and individuals.

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EMG'S REACH

30 million people from 221 countries turned to EMG to find the right education last year

4,000 training providers 1.6 million conversions 70 million+ page views

1 000 visitors

18 000 000 visitors

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FINDCOURSES.COM: OUR AUDIENCE A breakdown of our audience by company size, level, and industry Our online audience of training buyers is at the heart of findcourses.com.

To help our clients better understand who the platform is reaching, we’ve analyzed and presented our corporate audience in more detail than ever before. To do this, we’ve used data from our 2017 information requests, which included a corporate email address and job title.

TOP 10 INDUSTRIES

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Engineering and Industry 15%

Information Technology 13%

Public Bodies and NGOs 13%

Finance 12%

Healthcare and Pharmaceuticals 11%

Consumer Goods and Retail 8%

Media 8%

Professional Services 8%

Education 7%

Oil & Gas and Energy 7%

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COMPANY SIZE

100+R L15+ 100+R L25+ 100+R L18+ 100+R L 42+ 42%

15%

25%

18%

Small

Medium

Large

Enterprise

1-100

101-1,000

1,001-10,000

10,000+

JOB TITLE / LEVEL

C-Suite

Director / VP

Manager

Professional

Consultant

7%

28%

31%

32%

1% FINDCOURSES.COM |

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HEADLINES FROM FINDCOURSES.COM What we’ve been up to and what we’ve got on the horizon NEW SUPPLIER DIRECTORY In October, 2017, we launched the world’s largest Training Supplier Directory, strengthening our partnership with Training Industry to provide not only North America’s largest course search engine but become the world’s largest directory for training suppliers.

At directory.trainingindustry.com, the corporate training market can now find services from over 4,000 suppliers. Additional upgrades include a supplier comparison tool, and Training Industry Top 20 Training Company badges.

L&D TRENDS REPORT In order to strengthen our relationship with training buyers, we released our premiere annual edition of the US L&D Benchmarking Report in March of 2018. This report was born out of a running dialogue with our training buyers who have asked us to help disseminate more information about what features high-functioning L&D departments have in common.

DATA PROTECTION IN PLACE As part of EMG – Educations Media Group, a European company, findcourses.com is in compliance with new data protection legislation – GDPR – coming into effect on May 25th, 2018. We see this as positive news, helping us better protect our training buyer data from the type of breaches that have been in focus in the media. For our clients, not much has changed except an even more up-to-date database of training buyers and a clearer opt-in to our Terms & Conditions and Privacy Policy for visitors.

BOOKING CONVERSION OPTION Booking is a new conversion option that we have launched to help satisfy the need of users that are further along in their buying journey. A booking request on findcourses.com is strong conversion from a highly qualified visitor that is ready to purchase your training. Designed for providers advertising open course dates and online training with pricing, booking helps trim your sales process to simply confirm and invoice training buyers.

NEW DESIGN & SEARCH ALGORITHM Our tech team are releasing responsive elements of our site weekly. Together with the new site design, we are already seeing an increase in conversions as training buyers are able to more quickly see more relevant options to their queries and find their best-fit suppliers.

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TOP TRAINING TOPICS BY DELIVERY METHOD An overview of interest by the delivery method of training ON-SITE / COMPANY-SPECIFIC

CLASSROOM

1

Business & Management

1

Business and Management

2

Health & Safety

2

Leadership

3

Oil & Gas

3

Communication Skills

4

Communication Skills

4

Sales

5

Finance

5

Project Management

6

Sales

6

Human Resources

7

Personal Development

7

Finance

8

Supply Chain Management

8

Personal Development

9

IT User

9

Coaching

10

CAD

10

Customer Service

ON-DEMAND

LIVE WEBINARS

1

Leadership

1

Project Management

2

Finance

2

IT

3

Sales

3

Business and Management

4

Project Management

4

Personal Development

5

Business and Management

5

Leadership

6

Communication Skills

6

Learning Management

7

Auditing and Quality Management

7

Communication Skills

8

Learning Management

8

Certification Training

9

Personal Development

9

Auditing and Quality Management

10

Education

10

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POPULAR TRAINING TOPICS

An overview of visitor traffic and interest by training topic

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TRAINING CATEGORY

VIEWS

CONVERSION RATE

1

Leadership

15,98 %

5.73%

2

Business and Management

14,49 %

7.22%

3

Finance

8,80 %

6.66%

4

Communication Skills

6,13 %

6.77%

5

Project Management

5,72 %

7.44%

6

IT

5,01 %

8.14%

7

Learning Management

4,70 %

10.48%

8

Oil and Gas

4,70 %

8.14%

9

Sales

4,59 %

7.17%

10

Auditing and Quality Management

4,50 %

11.25%

11

Human Resources

3,73 %

8.56%

12

Engineering and Maintenance

2,56 %

6.19%

13

Personal Development

2,37 %

6.24%

14

Coaching

1,77 %

6.90%

15

Computer Skills

1,43 %

8.25%

16

Training Delivery

1,26 %

6.22%

17

Health and Safety

1,25 %

9.71%

18

Customer Service

1,02 %

6.91%

19

Healthcare

0,96 %

17.16%

20

Design

0,91 %

12.20%

21

Compliance

0,84 %

9.28%

22

Certification Training

0,80 %

6.43%

23

Marketing

0,74 %

10.25%

24

Languages

0,72 %

8.01%

25

Office Administration

0,71 %

13.89%

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POPULAR TRAINING TOPICS

An overview of visitor traffic and interest by geographic region

CITY

TRAINING CATEGORY

1

New York City, USA

Management

2

Houston, USA

Oil & Gas

3

Chicago, USA

Sales

4

Washington, DC, USA

Conflict Management

5

Los Angeles, USA

Human Resources

6

Dallas, USA

Communication Skills

7

Toronto, CA

Finance

8

San Francisco, USA

Auditing and Quality Management

9

Pheonix, USA

Human Resources

10

Calagary, CA

Oil & Gas

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TOP ORGANIZATIONS USING FINDCOURSES.COM

Every day top companies come to findcourses.com to search for training. Below is a list of top organizations using the site, listed by industry.

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AUTOMOTIVE & LOGISTICS

HEALTHCARE & PHARMA

Volvo BMW Group Diamler AG Fiat Chrysler Corporation Toyota

Gilead Sciences AbbVie McKesson AstraZeneca Cancer Treatment Centers of America

AVIATION, AEROSPACE & DEFENSE

HOSPITALITY & TOURISM

GE Aviation Federal Aviation Administration Boeing Rockwell Collins Lockheed Martin

Massage Envy Sheraton Navajo Nation Gaming Enterprise Hilton Omni Hotels & Resorts

CONSUMER GOODS & RETAIL

IT & TELECOMMUNICATIONS

Henkel Nestle Walgreens Kellogg Company Dr. Pepper Snapple Group

Intel Samsung Dell Verizon IBM

ENERGY, OIL & GAS

PROFESSIONAL SERVICES

Suncor Energy ConocoPhillips Saudi Aramco Chevron Exxon Mobile Corporation

Bersin, Deloitte Consulting LLP Gallup Robert Half Accenture KPMG

ENGINEERING & INDUSTRY

PUBLIC BODIES & NGOS

Bayer Crop Science DuPont GE Water & Process Technologies Caterpillar Inc. Honeywell

World Bank Group U.S. Department of Justice Internal Revenue Service International Monetary Fund Department of Transportation

FINANCE & INSURANCE

MEDIA

Ernst & Young Edward Jones Capital One JP Morgan H&R Block

Reader’s Digest Viacom NBC Universal MacMillan Associated Press

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TRAINING SUPPLIER SURVEY 2017-2018

Market predictions and marketing trends from North American training suppliers We reached out to our directory of over 4,000 training suppliers to ask them for their perspective on the professional education market. In our 2nd annual survey, we were interested to explore their experience of market spend, how they plan to value their own training services in 2018, and which segments of the market that are most valuable. We also asked for information on their marketing goals, channels, and how they measure the return on investment.

17 58 + 17 + 0 + 8 + 71+29+y

DO YOU BELIEVE THERE’S BEEN AN INCREASE IN SPENDING ON PROFESSIONAL DEVELOPMENT IN THE LAST YEAR?

HOW DO YOU PREDICT YOUR REVENUE TO CHANGE IN 2018?

58%

29%

No, there has not been an increase

71%

Yes, there has been an increase

17%

17%

8%

0%

It will greatly increase

It will increase

It will It will It will remain decrease greatly the same decrease

HOW WILL THE PRICE OF YOUR TRAINING IN 2018 COMPARE TO 2017?

270+ 73 The price of our training will increase

The price of our training will decrease The price of our training will remain the same

27%

0%

73%

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WHICH TRAINING DELIVERY METHOD IS MOST VALUABLE FOR YOUR COMPANY?

WHO ARE YOUR TARGET TRAINING BUYERS? 88%

21+17+054+ +8

Classroom / Scheduled / Open Enrollment

e-Learning: Self-Paced and Flexible

21%

L&D, Talent Management, HR or Managers buying on behalf of the company

17%

e-Learning: Virtual Classroom

On-Site / Company-Specific Blended Learning

54%

15%

85 +15y

No, we will likely work with the same amount of companies.

85%

Yes, we will likely work with more companies

HOW DOES THE NUMBER OF COURSE PARTICIPANTS COMPARE FROM 2017 TO 2016?

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Individual employees, either being sponsored for training by their company or self-funded

8%

DO YOU PREDICT AN INCREASE IN COMPANY TRAINING CONTRACTS IN 2018?

We trained less participants

12%

We’ve trained approximately the same number of participants

We trained more participants

HOW DOES THE NUMBER OF COMPANY TRAINING CONTRACTS YOU HOLD COMPARE FROM 2017 TO 2016?

100+R L 55+ 100+R L 40+ 100+R L 5+ 55%

We had training contracts with more companies this year than last year

40%

We had training contracts with the same amount of companies this year than last year

5%

We had training contracts with less companies this year than last year

22+ 917+ 13+412+1

WHAT FIGURE BEST DESCRIBES YOUR 2017 MARKETING BUDGET? 22% 22%

17%

13%

12%

9%

4%

$01k

$1k5k

$5k10k

$10k25k

$25k50k

$50k100k

1%

$100k- $500k+ 500k

HOW MUCH OF YOUR MARKETING BUDGET IS MADE UP OF DIGITAL MARKETING?

21+4+2917B

29%

21% 0-20%

More than 80%

4% 21-40%

17%

29%

61-80%

41-60%

WHICH MARKETING CHANNELS DO YOU INVEST IN MOST? Email Marketing Social Media

Listing Sites / Search Engines AdWords Web Banners Exhibitions Traditional Advertising Native Advertising TV Advertisements Job Sites

WHAT IS THE MOST IMPORTANT FACTOR WHEN MEASURING A MARKETING CAMPAIGN?

8+215813 Exposure / Branding (Number of Target Audience Reached)

8%

21%

Number of Leads

58%

Quality of Leads Click-Throughs to Your Website (Referral Traffic)

13%

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PROVING VALUE IN THE FACE OF FLAT EXTERNAL TRAINING SPEND Helping your clients prove the ROI of L&D Does one of your biggest challenges as a training supplier stem from flat organizational spend on external training? If you haven’t felt the squeeze yet, consider that L&D professionals have cited lack of budgetary resources as their top challenge in 2018.

can you stand out from the competition and simultaneously help training buyers champion their investment with you?

departments in the U.S., one key differentiator of top performing departments, regardless of industry or size, is their close relationship with senior executives and their commitment to measuring the ROI of corporate learning.

Unsurprisingly, these departments were most likely to hold more days of training per employee and oversee the largest budgets.

As competition between training suppliers escalates in the face of static spend, how

Consultative-selling is already an established practice for training suppliers. Taking this a step further by asking deeper questions about how external training is tied to business impact and offering empowering advice could pay dividends. By helping L&D professionals craft a compelling message to senior leadership that external training is a business-driver, you will not only build trust, but become a catalyst for increasing training spend.

SMALL LEARNING BUDGET, BIG According to findcourses.com’s survey of L&D CONSULTATIVE ROLE

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If your resources – understandably – don’t allow you to offer this level of consultation for small accounts, consider a more scalable approach. Inbound marketers might use a “lesson-based nurture” strategy, in which you would send short videos or email tips through automation over a period of time.

using learning on the job, according to Phillips, which is why he recommends learning professionals consult with managers to ensure business impact after the training and calibrate your program based on the day-today business challenges of participants.

When managers feel like they have a stake in the training you provide, they’ll be keen to encourage employees to use what they’ve learned, and also happy to report success and act as an ally in requesting more training budget from top management to help them meet their objectives.

In this case, you could film informal videos with tips from your senior leadership on demonstrating the value of training, or send a series of blog post tips on collecting and presenting impact stories from freshly trained staff members. If you are a smaller training supplier and this still sounds beyond reach, consider including free, helpful guides, infographics and videos created by industry HELP YOUR CLIENT OWN THEIR leaders on showing ROI to help light the spark. SUCCESS Help your training buyers become heros in their organization by empowering them to THE RIGHT QUESTIONS HELP SHAPE take well-earned credit for positive outcomes WHAT SUCCESS LOOKS LIKE that stem from the supplier they won budget If you’re not already asking what would make for and chose. your training session considered a success, At BPS World, an international recruitment start. If your client says they’ll be measuring company and winner of the HR Excellence your program based on participation or Awards’ Best L&D Strategy in 2017, “when positive learner evaluations, push back. we have had a successful quarter, there will “The added value learning provides to be a number of people that try to ‘own’ that business can only be solidly proven in the success” says Jo Rapley, People and Culture application of knowledge, skills, or re- Manager. “We therefore set clear objectives engagement on the job,” according to Jack at the start of any program. Participants are Phillips, PhD, Chairman of the ROI Institute. asked to keep a learning log of how learning has had an impact on their job, team, or business Helping to measure how the organization will and it’s collated when calculating ROI,” says be positively impacted after your training is Rapley. By simply suggesting something like a the first step to elevating the value of the “learning log” to participants on your training, education you provide, and will set clients on the manager you speak with, and your client, the right path to prizing that value. you could help them create a clear link between training and business impact.

ASK TO SPEAK TO A MANAGER Many training suppliers request a phone call or meeting with managers who will oversee the employees after their training. Managers are the biggest influence on individuals

If underwhelming corporate learning budgets are a challenge for your company, consider building trust, empowering your clients, and increasing budgets by making a compelling case for the business impact of your training.

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TRAINING INDUSTRY TRENDS AND PERSPECTIVES

Training Industry shares their insights on the North American training market Training Industry researches, publishes and tracks the intersection of business objectives and the role of learning and development.

This work includes profiling thousands of training companies each year and releasing Top Training Companies lists in 12 categories, highlighting training vendors with notable strengths and unique capabilities to meet the needs of the L&D practitioner.

Training Industry also gathers substantial market intelligence through primary research and other analysis, which represents the input of thousands of L&D professionals across a range of functions and industries.

database of training providers, products and courses, listing more than 4,000 companies globally.

This article highlights trends likely to influence organizational learning in North America and globally, based on observations and original research.

CORPORATE TRAINING SPENDS 40 PERCENT ON EXTERNAL RESOURCES

Of the $161.1 billion spent by companies in North America on training in 2017, $38.5 billion, or 24 percent of the total, was Training Industry’s Supplier Directory, allocated to external programs, resources, operated in partnership with findcourses.com, vendors, courses and tools. A further $25.1 connects professionals to a searchable billion, 16 percent of the total, was spent on 18

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direct course tuition, including reimbursement LEARNING IS A COLLECTION OF programs.

SYSTEMS, NOT JUST A SERIES OF Of the money spent on external resources, EVENTS 72 percent went toward courses, with the Learning and development professionals remaining spend allocated for a variety of operate in an increasingly complex environment. outsourced services, content development and Educational technology investment (comprised other uses. both of direct investments in companies but also of company mergers and acquisitions) continues at a robust pace: Several estimates TOTAL NORTH AMERICA TRAINING of total educational technology (edtech) SPENDING, 2017: $38.5 BILLION investment in 2017 exceed $9 billion (USD), with dramatic year-on-year increases in each of the past five years.

28+72+RL 9+ 7+93+RL 100+RL 6+ 100+RL 8+ 100+RL 100+RL 2+ 4+ 28.1

3.2

$ 28.1 BILLION

$ 3.2 BILLION

Courses

Learning Technologies

3.1

2.2

$ 3.1 BILLION

$ 2.2 BILLION

Training Outsourcing

1.5

$ 1.5 BILLION

Content Development

Customer Education

0.6

$ 0.6 BILLION

Learning Services and Management

This level of investment in educational technology is driving significant innovation, which the L&D professional is tasked to manage. “New tools open new possibilities to design and deliver training with increased effectiveness, both for the performance of the individual learner and for the organization,” says Ken Taylor, president of Training Industry, Inc. “However, this also means new complexity for training professionals, who must manage new tools and, in many cases, increased expectations, as these tools come together in a learning system that relies on, and produces, more data than ever before.”

LEARNING LEADERS SHARE COMMON CHALLENGES Why are learning systems needed? Because, in general, learning leaders – professionals responsible for driving organizational results through learning initiatives – share a set of challenges, each of which intersects with a facet of the emerging modern learning system.

Based on our research, the foremost challenge of the learning leader is training consistency, or the ability to deliver a training program that provides the potential for all learners to have the same experience. There are multiple underlying but related factors, as consistency FINDCOURSES.COM |

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is affected by technology, geography, instructor taking time to be trained for the job, line availability and other issues. managers may resist supporting workers’ training. Learning leaders can address this L&D professionals operate with limited challenge by structuring training in a way that resources – a finite budget, defined by a makes it accessible and relevant, so that the business reality. Learning leaders must pick the conflict in prioritization of training versus job right initiatives and ensure they are effectively performance is minimized. aligned to business goals.

Learning leaders are expected to evaluate effectiveness, to manage the outcomes of TOP 8 CHALLENGES FOR LEARNING the investments they manage. In L&D, one LEADERS of the tasks driven by this need is to create systems to gather and evaluate data and to use these data to make decisions that improve performance.

The impact of learning continues beyond the learning event. Our responsibility is to improve employee performance, so sustaining training’s impact is important to the training professional and the company.

Having the support of management is, perhaps unsurprisingly, important to the ability to deliver a successful, ongoing learning initiative.

Obtaining this support can be complicated by the fact that some learning initiatives may exist over a longer timeframe than the tenure of an executive internal champion, but it can be mitigated by making sure program outcomes align closely with core business outcomes.

The challenge of content relevancy refers to the need to provide training content that is current, appropriately curated, timely and perceived by learners to be relevant to their jobs.

One of the most significant challenges for the learning leader is to manage the quality of the learner experience across modalities, particularly as new and additional modalities are introduced. The support for and momentum behind training initiatives can be undermined if employees perceive training as becoming an obstacle to job performance. If there is a perceived conflict between doing a job and 20

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Training Consistency

Limited Resources

Securing an Internal Champion

Content Relevancy

Evaluating Effectiveness

Sustaining Training’s Impact

Prioritization of Training

Learner Experience Across Modalities

Learning programs are more complicated In today’s learning environment, 59 percent of to manage, due to growth in the number of training classes are smaller than 25 people. modalities and ever-smaller “classes.”

Nearly a quarter of classes (23 percent) are smaller than 10 people.

As the delivery of training continues to evolve and be transformed by advances and changes in learning technologies, we continue to move THE LEARNING AND DEVELOPMENT closer to being able to deliver individualized PROFESSIONAL CAN RESHAPE THE learning experiences – both to improve learning program effectiveness but also to meet learner ORGANIZATION expectations. This trend is reflected in the Well-designed corporate training programs perspectives of most L&D professionals – 70 are efficient, cost-effective and impactful to percent say multiple modalities are crucial to business performance. Historically, L&D objectives have been defined to align with training. macro performance indicators – individual or departmental performance of specific tasks or NUMBER OF MODALITIES USED IN A objectives. But new Training Industry research points to more transformative opportunities for TRAINING PROGRAM L&D. In the research report “Women’s Access to Leadership Development: A Tale of Two Experiences,” for example, Training Industry analysts confirmed that a significant gender gap exists in women’s access to, and perceived outcomes from, leadership training.

But more so, the analysis reveals what L&D can do to address the issue and connects it with business performance. “Multiple third-party analyses demonstrate a correlation between gender equity and business performance,” says Taylor. “The report’s recommendations take the logical next step and point out how learning and development can, by narrowing the gender gap, contribute to business outcomes.”

10+1314161210+11342+10 1

10%

2

13%

3

14%

4

16%

5

12%

6

10%

7

11%

8

3%

9

3%

10

4%

11

2%

12

1%

13

0%

14

0%

15

1%

52%

use 3-6 modalities

EXPLORE INDUSTRY INSIGHTS

Training Industry provides research reports, webinars and reference materials, all focused on supporting the leader of training and improving the business outcomes of learning programs. trainingindustry.com/research

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L&D BENCHMARKING SURVEY: 2018

U.S. L&D professionals report on their employee learning budgets, their biggest challenges, and more We surveyed L&D professionals from some of the largest companies in the U.S. to answer key questions about where their organizations are investing in talent, how much they’re investing, and additional insights into challenges, training impact measurement, and organizational attitudes about training.

Pinpointing corporate training buyers, we collected survey results through our member database and only included responses from professionals managing or directing learning initiatives in their organization.

Our goal in sharing this survey is to help you better understand the corporate training market and to shed light on the challenges and trends that will shape the market in 2018.

HOW MANY EMPLOYEES WORK IN YOUR ORGANIZATION?

30+18+2014513N 13%

10,000+

5%

5,001-10,000

30% 1-50

14%

1,001-5,000

20%

251-1,000 22

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18%

51-250

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WHICH INDUSTRY BEST DESCRIBES YOUR ORGANIZATION? 13%

Consumer Services

15%

29%

Arts, accommodation, healthcare

Industry

Professional Services

Mining, oil and gas, utilities, construction, manufacturing, and agriculture

Management, administration and support, finance

18%

Education

10% Other

9%

Trade

6%

Public Administration 24

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Wholesale trade, retail trade, real estate

WHAT SUBJECT IS YOUR TOP TRAINING AND DEVELOPMENT PRIORITY? 25%

Leadership and Management Development

12%

Communication Skills 9%

Customer Service

7%

Information Technology

6%

Sales Business Analysis and Organizational Development Compliance Project Management Human Resources Engineering / Industry Data Science / Analysis Health and Safety Quality Management / Auditing Marketing Finance Supply Chain Administrative Support Design Accounting

6% 5% 5% 4% 4% 4% 3% 2% 2% 2% 1% 1% 1% 1%

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2824+35128+4 12+756+1134+22625+ 1221+150+ 50+

WHAT TRAINING METHOD DOES YOUR COMPANY USE TO TRAIN SENIOR-, MIDAND ENTRY-LEVEL EMPLOYEES

Senior-level employees Mid-level employees

Entry-level employees

30% 20% 10% 0%

On-the-job In-house Coaching by e-learning Conferences Workshops, training training from managers seminars external and peers and open providers courses

Blended learning

Tuition reimbursements

External coaching

WHAT IS THE BIGGEST CHALLENGE YOUR L&D DEPARTMENT FACES?

24+76+R L 17+ 14+86+R L 20+ 14+86+R L 12+88+R L 8+92+R L 34+ 6+94+R L 5+95+R L 3+R97+ L 1L 1+R99+ 0+100R+ L

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24%

21%

20%

12%

8%

Limited budget

The small size of our team

Showing ROI on talent development initiatives

Getting employees involved in L&D

Getting the top-level of our organization to support L&D

6%

5%

3%

1%

0%

Aligning our L&D goals with the company strategy

Keeping staff engaged during L&D programs and training

There is no way of knowing which efforts are most effective

Poor trainers

Poor training materials

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54+ 1095+ 17311+ 1989+

WHAT IS YOUR ANNUAL TRAINING BUDGET PER EMPLOYEE? 100% 90% 80% 70% 60% 50%

31%

40% 30%

21%

21%

20% 10%

7%

7%

$601-800

$801-1,000

13%

0%

$0-200

$201-400

$401-600

$1,000+

HOW MANY DAYS OF TRAINING DOES AN AVERAGE STAFF MEMBER RECEIVE PER YEAR? 20%

19%

17%

15%

10%

10%

5%

5%

11%

9%

8%

5%

4%

9%

3%

0%

Less than 1 day

1 day

2 days

3 days

4 days

5 days

6 days

1 week

1-2 weeks

2-3 weeks

More than 3 weeks

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HOW MUCH DOES YOUR L&D DEPARTMENT CONTRIBUTE TO YOUR ORGANIZATION?

33++Q67L58+Q42L 8+Q92L1 100+Q L 33%

58%

8%

1%

Our L&D department is critical to our organization’s success

Our L&D department is important to our organization’s success

Our L&D department is not important to our organization’s success

Our L&D department negatively affects our organization’s success

HOW DOES THE TOP MANAGEMENT OF YOUR ORGANIZATION VALUE L&D?

32+34+286B 6%

They do not value L&D

28%

They could value L&D more

32%

They are actively engaged in L&D

34%

They value L&D

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90% of companies with strong learning cultures said senior executives were actively engaged in L&D initiatives.

WHAT TECHNOLOGIES WILL YOUR L&D DEPARTMENTÂ UTILIZE IN 2018?

32%

E-Learning

22%

Virtual Classrooms

17%

Micro-learning videos

12%

Game-based learning

11%

Mobile learning

6%

Virtual reality

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RECOMMENDED CITATION findcourses.com (2018). North American Training Report: Industry Trends.

Retrieved from http://www.findcourses. com/training-report-2018 30

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