Corporate Training and Development in

Major TrendsTrainersAdvice

20112012

+7%

Training Growth

$292 billion in 2012

Global Marketfor Training Services

$ $ $ $ $ $$ $ $ $ $ $$ $ $ $ $ $$ $ $ $ $ $$ $ $ $ $

$=US Companies$=Companies

outside US

Spend for Training Services Remains Conservative

20112012

+2%

Jobs for Training Profesionals

Job Market Remains Static

Gami�cation Gains Momentum

50%>

By 2015, more than 50% of organizations that manage innovation processes will gamify them

Trainers need to recognize that people are incentivized in ways other than learning.

In the corporate setting, receiving a “Black Belt” not only demonstrates how much training we have completed, but also that we have demonstrated success in managing projects. All are forms of social badges.

Social Badging, the New Tool of Recognition

Achievement Unlocked

Outsourcing Grows While O�shoring Retrenches The use of training outsourcing as a business strategy is continuing to expand.

There is the expectation that using external suppliers will continue to grow, especially for the use of custom content development services. This market is up by more than 10% from last year, and we expect it to continue to grow for quite some time.

+10%

Learning and Development Solutions Currently OwnedLearning and Development Solutions Planned for Acquisition After 2012

Mobile learning and social learning rank

at the top of technologies planned

for acquisition after 2012.

10

90Learning leaders which

stated that their internal training organizations are responsible for training or

sourcing training for important change

initiatives, or will be in the future.

25%

Only 25% believe that their organizations are very e�ective at

training or sourcing training

Con�icting priorities and projects 58.8%

Factors that Negatively Impact Training

44.8%Delays and timeline related issues

43.4%Company culture/resistance to change

28.5%Lack of funding for training

24.0%Scope change for the project

18.6%Participation of subject matter experts

11.8%Lack of expertise

2.7%Other

Use of External Resources

50.7%

19.5%

16.7%

10.9%

2.3%

Use a mix of internal and external resources

on the change initiative

Deploy our internal resources on the change initiative and back �ll key

roles

Deploy our internal resources on the change

initiative and do not back �ll key roles

Use only external resources on the

change initiative

Don’t use external resources at all

Global E-Learning Market to Reach US$107 Billion by 2015

Nobody expects e-learning to replace classroom training, but employers will increase their focus on e-learning and �nding ways to train employees “in short bites.”

E-Learning Continues to Grow

Mobile learning launches, with many implementations by most industries.

17.2% of learning leaders plan mobile implementations in 2012.

Launch of Mobile Learning Platforms

95%

52.6%

Organizations that are very e�ective at implementing important change initiativesOrganizations that are NOT very e�ective at implementing important change initiatives

Learning leaders who �nd best practices by partnering with a company or an individual with experience in the type of change

Partnering with External Providers

Trainers will need to “identify and develop training that is adaptable, can be changed on the spot, and can be changed easily.”

Personalized learning is extremely important, and content must be provided in numerous modalities, to accommodate various learners across a broad spectrum of age categories and geographies.

Personalized training

Cedefop (2012), Education and Training 2020: European benchmarks. Retrieved October 15, 2012 from http://www.cedefop.europa.eu/EN/statistics-and-indicators/education-and-training-2020-benchmarks.aspx

Cedefop (2012), Continuing vocational training and adult learning. Retrieved October 15, 2012 from http://www.cedefop.europa.eu/EN/statistics-and-indicators/continuing-vocational-training-and-adult-learning.aspx

Cedefop (2012), Older workers’ training: low, but why? Retrieved October 15, 2012 from http://www.cedefop.europa.eu/EN/articles/16495.aspx

Cedefop (2012), Employment and knowledge. Retrieved October 15, 2012 from http://www.cedefop.europa.eu/EN/statistics-and-indicators/employment-and-knowledge.aspx

Cox, D., Sanner, B. (2012), Industry Buying Plans – Trends. Retrieved October 15, 2012 from https://news.citrixonline.com/wp-content/uploads/2012/02/Industry_Buying_Plans-Trends_2012.pdf

Eurostat (2012), Life-long learning. Retrieved October 15, 2012 from http://epp.eurostat.ec.europa.eu/tgm/table.do?tab=table&init=1&plugin=1&language=en&pcode=tsdsc440

Global Industry Analysts, Inc. (2012), Global E-Learning Market to Reach US$107 Billion by 2015, According to New Report by Global Industry Analysts, Inc. Retrieved October 15, 2012 from http://www.prweb.com/releases/distance_learning/e_learning/prweb9198652.htm

Howard, D. (2011), Key Trends for 2012: New Era of Personal Learning is Transforming the Training Industry. Retrieved October 15, 2012 from http://www.trainingindustry.com/articles/10-trends-for-2012.aspx

Howard, D. (2012), Key Trends for 2012: Mid-Year Review. Retrieved October 15, 2012 from http://www.trainingindustry.com/articles/key-trends-for-2012-mid-year-review.aspx

Hug, R. (2012), The 5 Major Trends in Corporate Training Today. Retrieved October 15, 2012 from http://coxec.com/blog/?p=170

Meyer, M. (2012), Global Trends in Training and Development. Retrieved October 15, 2012 from http://www.humancapitalreview.org/content/default.asp?Article_ID=29

*, Corporate Training Trends to Watch for in the Coming Decade. Retrieved October 15, 2012 from http://hr.blr.com/HR-news/Sta�ng-Training/Employee-Manager-Training/Corporate-Training-Trends-to-Watch-for-in-the-Comi/

*, Corporate Training: Top 5 Trends For Training Programs. Retrieved October 15, 2012 from http://www.trainingfolks.com/blog/bid/228570/Corporate-Training-Top-5-Trends-For-Training-Programs

*, Cross-Cultural Training Trends and Issues. Retrieved October 15, 2012 from http://deekayen.net/crosscultural-training-trends-and-issues

*, New generation learning methods. Retrieved October 15, 2012 from http://www.cegos.com/en/research-and-innovation/new-generation-learning-methods/

Resources

Learners are asking for the development

of new technologies in

training

Increasing e�ciency

Shortening the time taken to

upskill

Maximizing added value

from face-to-face

Sharing good practice

Adapting courses to individuals

Responding to new generations’ ways of learning

On the trend of globalization, employees fail on work assignments in other countries because they have an inability to adapt to the foreign culture. Only 30% of US managers sent on overseas assignments receive even minimal cross-cultural training prior to departure

Overall, trends include the following:the use of screening surveys to �nd ideal expatriates;

the use of local trainers to create training materials;

storytelling as a classroom method of instruction;

and a push to provide expatriates with some minimal amount of training before departure, preferably including language training.

Cross-Cultural Training for Managers

30%

Life-long Learning (%)

Life-long Learning (%)

Life-long Learning - Trends

Europe (1990-2011)

Europe (2007-2011)

Europe (2000-2011)

}