Learning & Development Statistics
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
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.
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.
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.
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.
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.
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.
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.
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.
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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