Table of Contents
Table of Contents
Learning and development practices changed rapidly to adjust to the Covid-19 pandemic and continue to change at pace in order to address current and predicted skills gaps and to attract and retain the best employees.
Technology influences learning and development. Technological progress prompts a need for employees to learn new skills both for the workplace now and for the future of work. New technologies mean there are new ways to learn, and employees appear to be very receptive to learning at their own pace. In addition, online and hybrid learning opportunities present a new way to learn.
Here we look at what key research tells us about learning and development practices and changing strategies. Keep reading for insights that can help you plan your own employees’ learning and development journey.
Learning and development has become more relevant since the start of the COVID-19 pandemic
Companies that emphasize learning and development are more attractive to candidates
Offering learning and development opportunities improves retention
Employees value learning and development opportunities
Upskilling and reskilling can help close skill gaps
Companies are being strategic about the training topics they choose
Online and hybrid training is becoming more popular
Learning management systems (LMS) help overcome the challenges and costs associated with learning and development
Learning and development has become more relevant since the start of the COVID-19 pandemic
The numbers clearly show that investment in learning and development has risen in recent years and that companies plan to continue spending more.
Covid-19 made learning and development more relevant and prompted employers to adopt new technologies and train employees to use them. This relevance trend is only set to continue as we realize the impact of technology on worker roles.
46% of workers say Covid-19 caused them to re-evaluate their skill sets, and 19% say learning a new skill is a greater priority
58% of companies say closing skill gaps has become a priority since the Covid-19 pandemic began, and 69% are actively skill-building more
Before Covid-19, in March 2020, only 24% of learning leaders sat at the executive table; by June 2020 this had increased to 62%
64% of professionals agree learning and development shifted to a “need to have,” in 2021
51% of learning and development professionals agree internal mobility is more of a priority now than before Covid-19
64% of employers have ramped up the use of digital learning technologies in the past two to three years
Half of all employees worldwide will need to be reskilled by 2025
14% of the global workforce will need to switch occupations or acquire new skills by 2030
Companies that emphasize learning and development are more attractive to candidates
Job seekers actively look for employers that offer learning and development programs and provide opportunities for career progression. HR managers clearly recognize the importance of providing learning and development when trying to attract top talent.
48% of employees say training opportunities were a factor in choosing their current job
83% of HR managers believe training is beneficial to attracting talent
73% of learning and development professionals in North America say learning and development helps to create a more “diverse, inclusive and equitable workplace.”
65% of workers believe upskilling training provided by employers is very important when evaluating a new job
66% of business leaders agree that strategic education programs attract new talent
Offering learning and development opportunities improves retention
Workplace training engages employees by improving their ability to perform a role and making them more productive (and in turn happier) at work. It also offers a means for career progression and helps them feel like their employer is investing in them.
Organizations that invest in employee development are twice as likely to retain employees
94% of employees say they will stay longer with an employer that invests in their careers
76% of employees say they are more likely to stay with a company that offers continuous training
75% of employees are more likely to stay if they have benefitted from internal mobility
70% of employees say they are somewhat likely to take a job with a new company known for investing in employee learning and development
86% of HR managers believe training is beneficial to retaining talent
Strength-based learning can reduce attrition by 73%
Employees value learning and development opportunities
The value of learning and development cannot be understated. Employees not only feel invested in and rewarded, but they can clearly see avenues for career progression when developing their own skills.
76% of Gen Z learners believe learning is the key to a successful career
25% of employees engage in additional learning to improve their employability
62% of employees believe learning is key to career success
The average salary increase for workers who participate in upskilling programs is 8.6%
75% of employees are satisfied with the training they receive, but 11% are dissatisfied
39% of employees say they are not getting enough training in digital and technology skills
Organizations who invest in employee development report 11% greater profitability
Upskilling and reskilling can help close skill gaps
Workplaces and roles are changing rapidly as employers face labor and talent shortages that often aren’t solved simply by recruiting new team members. Employers recognize that the solution to closing skill gaps is to train, upskill, and reskill their existing workforce.
Upskilling and reskilling is the top priority for 59% of learning and development professionals
87% of executives say they are experiencing or expect skill gaps
48% of workers would switch to a new job if offered skills training
Nearly 50% of companies are planning to spend more on upskilling
68% of employees think their training is sufficient for their role
55% of employees say they need additional training to perform better
91% of managers believe that learning programs can close skills gaps on their teams
40% of employers are upskilling workers to meet labor shortages
Companies are being strategic about the training topics they choose
Training is no longer about just offering job skills or soft skills development. To close skills gaps through learning and development, employers must carefully design the training programs they offer. Employers must also offer training in relevant technologies so they are fully equipped for the unavoidable digital transformation that is occurring in most industries.
89% of learning and development professionals believe proactively building employee skills will help navigate the evolving future of work
66% of organizations offer digital operations training as part of their training, and 45% offer AI or data science training
44% of organizations have prioritized AI/ML training since the pandemic, 42% digital marketing and cloud computing, and 40% have prioritized cybersecurity
74% of workers are willing to learn new skills to remain employable
49% of employees say their job requires specialized training
Online and hybrid training is becoming more popular
Covid-19 accelerated remote working practices and opportunities, which caused online and hybrid training programs to become the norm. Employees have generally reacted well to the change and often prefer online learning both in the workplace and outside of work.
For younger generations like Gen Z, online and hybrid learning is normal, and many benefit more from this medium for learning and development.
Gen Z learners watch 50% more hours of learning content in 2020 vs. 2019
86% of organizations with physical classroom skills training for employees before the pandemic have moved training sessions online
54% of employers used digital and online learning during Covid-19 lockdowns and planned to increase their use in the 12 months following
72% of companies who offer remote/hybrid learning began to do so during the Covid-19 pandemic
56% of organizations who use online training also have a classroom component
Learning management systems (LMS) help overcome the challenges and costs associated with learning and development
Time and money are often cited as constraints to offering learning and development programs. Learning management systems (LMS) are a cost-effective way to offer online learning, and they don’t require HR or management professionals to take their own time in instructing employees.
LMS are received well by workers at all levels and have the functionality to offer many learning and development opportunities at the pace of each individual employee.
Gone are the days of waiting for an internal course to be scheduled, and there are no longer the substantial travel costs to bring course attendees together with a relevant course instructor.
44% of corporations are using an LMS for training
93% of HR leaders increasing learning and development budgets plan to increase spend on learning and training technology
82% of company leaders are planning for at least some remote working and expect learning and development investment to increase to meet virtual training needs
Online learning takes 40-60% less time
82% of organizations who moved skills training sessions online say it’s at least as effective as classroom learning
Using virtual reality for learning increases recall by 8.8%
Learners who use social features (such as Q&As and learning groups) watch 30 times more hours of learning content
Some large organizations report that 60% of total training costs are attributed to travel costs
Why (and How) to Invest in Learning and Development
You’ve seen the numbers. Now, let’s take a look at a few ways you can implement the findings from this article.
- Invest time into training and developing your people. If you only take one thing away from these statistics, it’s this: don’t put learning and development on the back burner. For more information and ideas, check out the HR Encyclopedia articles on employee development
- Embrace remote learning opportunities. While social, interactive learning gets people engaged quickly, there’s also a place for asynchronous, self-paced learning. Whether or not you’re a remote workplace, invest in a good LMS so that your people can access the resources they need to excel.
- Make learning and development part of your recruiting strategy. The statistics show that candidates are more likely to take jobs that offer growth opportunities—and they tend to stay longer, too. As you build your employer brand, put together a careers page, and conduct interviews, make sure to highlight the ways your organization helps its people learn and progress.
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