Training & Development Companies Statistics 2023 – Everything You Need to Know

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Are you looking to add Training & Development Companies to your arsenal of tools? Maybe for your business or personal use only, whatever it is – it’s always a good idea to know more about the most important Training & Development Companies statistics of 2023.

My team and I scanned the entire web and collected all the most useful Training & Development Companies stats on this page. You don’t need to check any other resource on the web for any Training & Development Companies statistics. All are here only 🙂

How much of an impact will Training & Development Companies have on your day-to-day? or the day-to-day of your business? Should you invest in Training & Development Companies? We will answer all your Training & Development Companies related questions here.

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Best Training & Development Companies Statistics

☰ Use “CTRL+F” to quickly find statistics. There are total 362 Training & Development Companies Statistics on this page 🙂

Training & Development Companies Benefits Statistics

  • So while employees report that they don’t have time to learn at work, LinkedIn also found that 94% of learners see the career benefits of making the time to learn. [0]

Training & Development Companies Market Statistics

  • training marketwas estimated at 165.3 billion U.S. dollars. [1]
  • Organizations with a strong learning culture are 92% more likely to develop novel products and processes, are 52% more productive, 56% more likely to be the first to market with their products and services, and 17% more profitable than their peers. [2]
  • The global corporate training and education market is worth over $240 billion and as much as 14% of this goes into technology. [2]

Training & Development Companies Adoption Statistics

  • The area which has the highest adoption of online training is compliance training, with 42 percent of companies reporting that their compliance training is all online. [1]

Training & Development Companies Latest Statistics

  • Employment of training and development specialists is projected to grow 11 percent from 2020 to 2030, faster than the average for all occupations. [3]
  • If you could change just one thing about your company that would increase employee productivity by over 200%, would you do it?. [4]
  • According to the Association for Talent Development , companies that offer comprehensive training programs have 218% higher income per employee than companies without formalized training. [4]
  • These companies also enjoy a 24% higher profit margin than those who spend less on training. [4]
  • Research shows that a full 40% of employees who don’t receive the necessary job training to become effective will leave their positions within the first year. [4]
  • The Millennials had the most significant results, with 87% of them citing access to professional development or career growth opportunities as being very important to their decision of whether to stay or go. [4]
  • Also, a long term research project commissioned by Middlesex Universityfor Work Based Learning found that from a 4,300 workers sample, 74% felt that they weren’t achieving their full potential at work due to lack of development opportunities. [4]
  • Well, in a recent Dale Carnegie survey, companies with engaged employees outperform those without by up to 202%. [4]
  • A whopping 87% of Millennials say that professional development and career growth are significant to them. [4]
  • Here’s more proof of the power of professional development on retention Employees who have access to professional development opportunities are 15% more engaged. [5]
  • Retention rates are 34% higher among organizations that offer employee development opportunities. [5]
  • 58% of employees (62% of Millennials and GenX). [5]
  • Only 29% of organizations have a clear learning and development plan for their employees. [5]
  • 34% of employees say that career development opportunities motivated them to leave their previous position. [5]
  • 87% of millennials say professional growth and career development are very important. [5]
  • 76% of employees are looking for opportunities to expand their careers. [5]
  • 60% of millennials want leadership training. [5]
  • 41% of managers overseeing three to five employees say they have had no training at all. [5]
  • 59% of managers overseeing one to two employees say the same. [5]
  • 54% of employees would spend more time on employee development if they were given specific courses recommendations geared toward helping them reach their professional goals. [5]
  • A well planned employee training program would positively impact engagement for 93% of employees. [5]
  • 85% of employees want to choose their own training times and remain in control of their training schedule. [5]
  • 64% of L&D professionals say that reskilling current employees to fill in skills gaps is a top priority. [5]
  • 94% of employees say they would stay at a company longer if it invested in their learning and development. [6]
  • ( LinkedIn Learning Report, 2020 74% of workers are willing to learn new skills or re train in order to remain employable. [6]
  • ( Lorman 70% of employees would be somewhat likely to leave their current job to work for an organization known for investing in employee development and learning. [6]
  • ( Lorman 34% of employees who left their previous job were motivated to do so by more career development opportunities. [6]
  • ( Lorman 68% of employees prefer to learn at work. [6]
  • ( FinanceOnline 54% of employees would spend more time learning if they had specific course recommendations to help them reach their career goals. [6]
  • 58% of employees want to learn at their own pace. [6]
  • To be proactive against these types of attacks, train your employees on compliance with interactive, engaging training courses that are self paced 27% of businesses report weekly breaches or attacks. [6]
  • The DCMS also found that the most common threat vector by far was phishing, which accounted for 83 percent of those attacks. [6]
  • Lorman 40% of companies rate their compliance programs as basic or reactive. [6]
  • ( Lorman 23% of organizations have no formal compliance training plan. [6]
  • ( Lorman 15% of respondents say they clicked through mandatory compliance training without listening or reading. [6]
  • ( Corporate compliance insights 34% say they only skim read compliance content and tuned out of training audio. [6]
  • ( Corporate compliance insights 49% of respondents skip read or didn’t listen to their mandatory compliance training in detail. [6]
  • ( Ponemon 69% of businesses are utilizing technology to support their compliance programs. [6]
  • Study results show that participants undergoing leadership training improved their learning capacity by 25% and their performance by 20%. [6]
  • ( Research Gate Organizations that embrace a more inclusive approach to leadership training are 4.2X more likely to outperform those that restrict development to management. [6]
  • ( Global Leadership Forecast 2018 83% of businesses say it’s important to develop leaders at all levels. [6]
  • In fact, according to LinkedIn, 94 percent of employees would stay with a company longer if there was an investment in learning. [7]
  • 68% of employees say training and development is the company’s most important policy. [7]
  • 74 percent to be exact according toThe Learning Wave. [7]
  • According to ClearCompany, 76 percent of employees are looking for career growth opportunities. [7]
  • 24% higher profit margins can be the result of companies who invest in training according to theHuffington Post. [7]
  • 40% of employees with poor training will leave the company within the first year according togo2HR. [7]
  • Speaking of engagement,Gallupsays only 13 percent of employees worldwide are engaged. [7]
  • According to City & Guilds’ annual skills index 2021, 30% of UK workers say they have not received formal workplace training in the last five years. [8]
  • For those who’ve never gotten any training from their employers, that number is 11%. [8]
  • LinkedIn Workplace Learning Report 2021 shows that 63% of L&D professionals agree that L&D has a seat at the executive table. [8]
  • 94% of employees say that they would stay at a company longer if there is investment in their learning and development. [8]
  • Almost two thirds (61%). [8]
  • According to LinkedIn Workplace Learning Report 2020, 49% of employees don’t have the time to spare on learning. [8]
  • 75% of 1,500 L&D professionals agree that their companies will be developing more custom learning content in the upcoming years. [8]
  • LinkedIn Workplace Learning Report 2019 reveals that 99% of L&D professionals agree that if skills gaps aren’t closed, their organizations will be negatively impacted in the upcoming years. [8]
  • According to the Manpower Group, 69% of employers globally are struggling to find skilled workers, especially in high demand areas like Operations and Logistics, Manufacturing and Production, IT, Sales, and Marketing. [8]
  • A report from LinkedIn reveals that 59% of L&D professionals identify upskilling and reskilling as the top priority for training programs in 2021. [8]
  • According to Udemy, 38% of the workforce was being upskilled or reskilled in 2020, which is a 24% increase compared to 2019. [8]
  • A report from WEF concludes that 50% of all employees will need to be reskilled by 2025. [8]
  • Data gathered by LinkedIn in their Workplace Learning Report 2020 shows that leadership and management is the highest priority skill for 57% of L&D professionals. [8]
  • According to Training Mag’s 2020 Training Industry Report, 28% of respondents consider technology and ramping up remote training as the biggest L&D challenge during the pandemic. [8]
  • In 2020, 66% out of 1,000 respondents of TalentMS Remote Work Survey reported having received COVID 19 training in 2020. [8]
  • However, 80% of employees wanted hard skills training. [8]
  • 46% of professionals report spending one to four hours per month on their own time learning about remote work or refreshing their remote work skills. [8]
  • 94% of the staff have participated in a 3D simulation of a real Leon restaurant, complete with authentic dialogues and characters. [8]
  • 91% of learners have stated that the simulation has allowed them to better understand company values. [8]
  • According to CIPD, organizations increasingly employ social learning (28% of companies in 2021, compared to just 19% in 2020). [8]
  • In 2020, US companies spent a total of $82.4 billion on training, according to Training Mag. [8]
  • This is a decline of only 0.5% from the previous year. [8]
  • Particularly at organizations with more than 10,000 employees, where training expenditure actually increased by 24.3%. [8]
  • The potential travel and expenses LinkedIn Workplace Learning Report 2021 shows that 79% of L&D professionals expect organizations to spend more on online training. [8]
  • The problem is that before the pandemic, the bulk of training happens in the form of in person lessons (about 63% of total amount of training). [8]
  • 27% of small companies utilize blended learning methods and virtual classrooms. [9]
  • 39% of midsize companies use a classroom led approach to training, 25% blended learning methods, and 17% utilize virtual classrooms. [9]
  • 36% of large companies use classroom led training and 34% use a blended learning approach. [9]
  • Large companies (32%). [9]
  • Midsize companies (6%) use more mobile based learning more than small (5%) and large companies (4%). [9]
  • 68% of employees prefer to learn or train in the workplace. [9]
  • 58% of employees prefer to learn or train at their own speed. [9]
  • 49% of employees prefer to learn or train when necessary. [9]
  • 39% of employees in the U.S. consider the potential for growth as a contributor to employee satisfaction. [9]
  • LinkedIn’s 2018 Workplace Learning Trends reported that 94% of employees would stay longer in companies that are willing to invest in their professional development. [9]
  • Leadership and management take the highest priority in skill training this year at 57%. [9]
  • 70% of firms offer some type of training, especially for employees in management and mid. [9]
  • Cloud computing is the lowest priority skill in 2020 at only 8%. [9]
  • LinkedIN Learning, 2020 Training delivery methods also vary according to company size. [9]
  • According to Training Industry’s 2019 report, small, midsize, and large companies utilize blended learning, instructorled classroom, and selfpaced online or computer based methods the most. [9]
  • 9.7% of organizations mainly use instructor led classroom approach when training their employees. [9]
  • 38.1% of companies use instructor led methods only for 10% to 29% of training. [9]
  • 80% of organizations do some compliance training online and 29% entirely online. [9]
  • Sales training is also mostly conducted online by 81% of the organizations. [9]
  • Profession/industry specific training, such as desktop application and IT systems, are also done online by 73% of organizations. [9]
  • Only 43% of organizations use online methods for executive development training. [9]
  • Learning management systems or LMS emerged as the most often used technology with 82% of organizations using it in 2019. [9]
  • Ninety percent of large and midsize organizations use LMS compared to 71% of small companies. [9]
  • 75% of organizations use virtual classrooms and webcasting for online training. [9]
  • 34% of organizations included mobile applications in their employee training programs. [9]
  • According to a 2020 CompTIA survey of HR staff and training leaders, 44% of respondents use mobile apps and 39% are exploring this technology. [9]
  • 23% of large companies use virtual reality, 11% use augmented reality, and 9% artificial intelligence technology in employee training. [9]
  • Only 5% or less of small companies incorporate VR, AR, and AI technology in their training methods. [9]
  • According to a survey conducted by CompTIA published in CompTIA Workforce Learning Trends 2020, one of the challenges in implementing effective training programs is the lack of leadership from the organizations’ end. [9]
  • 35% of senior HR staff believe that learning and development are a “mostly strategic priority” compared to 22% of junior HR staff. [9]
  • 10% of junior HR staff would say that learning and development is an “operational cost.”. [9]
  • 44% of Gen Z employees would spend more time learning or training if they receive recognition from their managers compared to 21% of Boomers. [9]
  • 41% of HR staff, however, revealed that the real problem is the lack of resources. [9]
  • 39% of organizations claimed that insufficient budget is also a hindrance to adapting effective learning and development programs. [9]
  • 49% of talent developers agree that getting managers to prioritize learning is their number one challenge in 2020. [9]
  • Creating a culture of learning comes at the second spot with 42% of talent developers saying that this is one of the biggest challenges they have to face this year. [9]
  • 36% of talent developer respondents agree that driving engagement in learning is also a major challenge. [9]
  • 70% of learning leaders believe that utilizing more than one modality is crucial for training. [9]
  • 52% of training programs use between 3 to 6 modalities in training their employees. [9]
  • 30% of learning leaders provide some form of customization in training programs offered. [9]
  • Employees found onthejob training (82%), onthe job coaching (19%), and informal social learning (71%). [9]
  • Simulation (70%), performance support tools (68%), and formal coaching (65%). [9]
  • Globally, excluding the North American region, the estimated total spending on employee training was $200.9 billion in 2019. [9]
  • The total training expenditures in 2019 declined by 5.3% to $83 billion. [9]
  • 39% of employees who were trained in 2019 were non exempt employees and 10% held executive positions. [9]
  • In 2017, organizations in North America spent an estimated total of $97.6 billion on internal training resources. [9]
  • In 2019, an average of 8% of the training budget was spent on outsourcing. [9]
  • In 2018, companies are estimated to spend an average of 39% on external or outsource training service providers and approximately 61% on internal training resources. [9]
  • North America’s estimated spending on modern learning systems decreased from $161.7 billion in 2016 to $161.1 billion in 2017. [9]
  • 40% of the North American training budget was spent on external training products, services, and tuition between 2015 and 2017. [9]
  • In 2019, the Training Industry asked 240 respondents made up of U.S. based corporations and educational institutions with at least 100 employees about the training products they would likely purchase in the same year. [9]
  • 44% of the respondents claimed that online learning tools were the purchase they looked forward to the most. [9]
  • Content development and authoring systems took the second spot with 34% of respondents citing they would purchase both products for training. [9]
  • 52% of respondents expected to reskill or upskill employees by 2023 by using internal resources. [9]
  • Private training providers and educational institutions would also be utilized by 27% and 21% of respondents, respectively. [9]
  • 17% of respondents would use public training providers and public educational institutions for training. [9]
  • 51% of learning and development professionals plan to launch upskilling programs in 2020. [9]
  • 43% of learning and development professionals plan to launch reskilling programs in the future. [9]
  • According to Steve Fiehl, chief innovation officer of CrossKnowledge, the capability to provide personalized learning experience is being disrupted by “mass personalization”. [9]
  • According to 92% of employees, employee training programs that are well planned have a favorable impact on their level of engagement. [10]
  • 44% of small businesses prefer to provide training in a classroom environment with the assistance of an instructor, often known as instructor. [10]
  • Blended learning techniques and virtual classrooms are used by 27% of small businesses. [10]
  • 39% of small businesses employ classroom led training, 25% use blended learning techniques, and 17% use virtual classrooms. [10]
  • A classroom led training technique is used by 36% of major organizations, while a mixed learning approach is used by 34%. [10]
  • 32% of large businesses are more likely to use computer based or online learning techniques than other training delivery methods. [10]
  • 6% of midsized businesses utilize mobile based learning instead of 5% of small businesses and 4% of large businesses. [10]
  • 68% of employees prefer to learn or train on the job. [10]
  • Employees like to study or train at their own pace, according to 58% of those surveyed. [10]
  • When learning or training is required for a position, only 49% of employees elect to do so. [10]
  • According to 68% of employees, an essential policy at the firm is training and development. [10]
  • Last year, 60% of workers began their own skill training, indicating an unsatisfied desire in the workforce for greater knowledge. [10]
  • 57% of employees now expect to learn on a ‘justin. [10]
  • People are 95% more likely to recall knowledge delivered via video than text alone. [10]
  • Gen Z is more likely to view training material, absorbing 50% more learning material than previous generations. [10]
  • To remain employed, 74% of workers are eager to learn new skills or retrain. [10]
  • 70% of employees are relatively inclined to quit their current job to work for a company that invests in employee development and learning. [10]
  • A greater chance of professional advancement attracted 34% of employees who left their prior employers. [10]
  • 68%of employees would rather learn within the workplace. [10]
  • 54% of employees would spend more time studying if they were given specific course recommendations to assist them in achieving their professional objectives. [10]
  • Resilience training has been found that helps to reduce mental distress symptoms by 30% by working onresilience in the workplace. [10]
  • Resilience training has been found that helps to reduce mental distress symptoms by 30% by working on. [10]
  • 83% of companies currently use an LMS. [10]
  • Personalized, relevant training is desired by 91% of employees. [10]
  • After using an LMS, 72% of businesses believed to hold a competitive edge. [10]
  • LMS is used extensively by 40% of Fortune 500 businesses to stay competitive. [10]
  • 93% of companies want to create live online learning for their programs. [10]
  • 42% of companies are actively looking to upgrade their learning management system. [10]
  • Tech firms account for 30% of worldwide LMS buyers. [10]
  • Managers account for 35% of LMS’s primary users. [10]
  • 49% of employees want to learn when and where they need to. [10]
  • LMS’s is used by 92% of businesses, and most of them have been in place for more than two years. [10]
  • Poor user experience is cited by 88% of organizations as the primary reason for switching learning technology solutions. [10]
  • 58% of employees prefer to learn at their own speed.. [10]
  • Learning and development are becoming a more strategic element of organizations, according to 66% of L&D professionals. [10]
  • A learning management system is used by 70% of L&D departments in North America. [10]
  • Employees learn 70% of their abilities on the job, 20% from their peers and colleagues, and 10% through formal training sessions. [10]
  • 94% of employees would stay with a firm for longer if it invested in their learning and development. [10]
  • 27% of firms report weekly breaches or assaults. [10]
  • The DCMS also discovered that phishing was the most prevalent threat vector, accounting for 83% of the attacks. [10]
  • 40% of companies classify their compliance processes as basic or reactive. [10]
  • 23% of companies lack a formal compliance training plan. [10]
  • 15% of respondents said they rushed through obligatory compliance training without listening or reading. [10]
  • 34% admit to merely skimming compliance information and tuning out training audio. [10]
  • 49% of respondents skipped or did not thoroughly listen to their mandated compliance training. [10]
  • 69% of firms use technology to help them with their compliance processes. [10]
  • According to the study’s findings, individuals who received leadership training increased their learning capacity by 25% and their performance by 20%. [10]
  • Developing leaders at all levels is important to 83% of organizations. [10]
  • Less than 5% of businesses have adopted leadership development at all levels. [10]
  • 48% of leaders want to be schooled by external coaches. [10]
  • 48% of leaders want to be educated through developmental tasks. [10]
  • According to the DDI Global Leadership Forecast, 39% of executives desire formal in. [10]
  • According to 55% of CEOs, the biggest problem is creating the next generation of leaders. [10]
  • As of November 2020, 41 percent of companies in the U.S. expected to increase their spending on learning management systems. [1]
  • This is the total amount spent on training in the U.S., according to Training magazine’s 2020 Training Industry report. [0]
  • Editor Lorri Freifeld cites that this figure represents a decline of 0.5% from the previous year. [0]
  • That training expenditures declined by less than 1% indicates that organizations, even in the face of economic uncertainty, still believe in funding training initiatives. [0]
  • In fact, according to the report, average training expenditures for large companies increased from $17.7 million in 2019 to $22 million in 2020, an increase of 24.3%. [0]
  • Further to the discussion of employees receiving only about 1 hour of learning per week from their employer, LinkedIn Learning, in its 2020 Workplace Learning report, found that 49% of learners said that they don’t have time to learn at work anyway. [0]
  • Despite economic uncertainty, only 15% of L&D professionals believe that a downturn in the economy will impact their learning programs, according to LinkedIn. [0]
  • LinkedIn also discovered that 99% of the L&D professionals they surveyed felt that if critical skills gaps aren’t closed in the coming years, then their organizations would be negatively impacted in a variety of ways. [0]
  • Sadly, also according to LinkedIn, only 27% of L&D pros report that their CEO’s are actively championing learning. [0]
  • Surprisingly, also according to Linkedin, 24% of L&D pro’s don’t measure learner engagement. [0]
  • About 56% of learners find out about learning programs within their organizations via the employee intranet, also from LinkedIn’s report. [0]
  • Beyond the intranet, employees learn about programs via email campaigns (47%) and their managers (44%). [0]
  • According to Udemy’s 2021 Workplace Learning Trends report, 61% of respondents cited the lack of time as an obstacle to fully realizing the potential of L&D programs, vs 42% who cited budget constraints. [0]
  • Udemy’s 2021 report cites a 3,967% increase in the consumption of courses related to anxiety management. [0]
  • Stress management courses witnessed a 1,015% increase from 2019 to 2020. [0]
  • 75% of1,500 managers surveyedfrom across 50 organizations. [11]
  • Like first year college students who forget 60% of what they learn in high school, studying merely to get the CPE credit suggests that employees, too, will quickly forget what they learn. [11]
  • He found that if new information isn’t applied, we’ll forget about 75% of it after just six days. [11]
  • Studies show that by using spaced repetition, we can remember about 80% of what we learn after 60 days — a significant improvement. [11]
  • If you want to learn Japanese, focus on the 20% of words and phrases that show up 80% of the time. [11]
  • When your employees want to learn a new skill, they typically don’t Google it or refer to your learning management system first; 55% of them ask a colleague. [11]
  • Find in This Article Top 11 Training Statistics 68% of workers consider training and development opportunities an organization’s most important policy. [12]
  • Companies that invest in training have a 24% higher profit margin. [12]
  • Learning and training at a workplace are important to 87% of millennials. [12]
  • Employee retention rate grows by 30–50% at companies with a potent training program. [12]
  • 12% of employees claim they use the knowledge acquired through training to do their job. [12]
  • 94% of employees would stick with an organization longer if it invested in their training. [12]
  • 74% of workers consider lack of development programs as the reason they’re not unlocking their full potential. [12]
  • 59% of employees say they received no formal training for the position they work in. [12]
  • 56% of Human Resources Managers find employee training a business staple. [12]
  • 70% of surveyed workers would be tempted to leave their current workplace for a company that invests in employee development. [12]
  • 68% of workers consider training and development opportunities an organization’s most important policy. [12]
  • Companies that invest in training have a 24% higher profit margin, ASTD reports. [12]
  • 86% of them claim they would’ve stayed at their jobs if they were offered training by the employer. [12]
  • inadequate employee training accounts for 40% of resignations. [12]
  • Employee training and development is important, but it’s apparent that it’s not a wellthought out process yet at least according to these stats 5. [12]
  • Just 12% of employees claim they use the knowledge acquired through training to do their job. [12]
  • With 88% of surveyed learners not using the acquired knowledge, it’s important for companies to offer something of substance to their employees. [12]
  • Another 59% invest in their own skills and progress, at least to a certain extent. [12]
  • 56% of Human Resources Managers find employee training and development a business staple. [12]
  • The motivation for 34% of workers who quit their jobs was the prospect of improvement and development at some other company. [12]
  • Available to download in PNG, PDF, XLS format 33% off until Jun 30th. [13]
  • Companies that invest in employee training gain 21% more profit. [14]
  • 94% of employees agree to stay longer if the company invests in employee training. [14]
  • 74% of employees think they have a lot of untapped potential and want more training. [14]
  • Employee training research shows that 76% of employees look for opportunities to expand their careers. [14]
  • 89% of HR leaders agree that constant employee training is essential. [14]
  • 82% of organizations use learning management systems. [14]
  • 68% of employees want to learn or train in the workplace. [14]
  • According to employee development statistics, 73% of organizations provide industry specific training and development. [14]
  • 70% of employees believe they lack the skills needed to do their job. [14]
  • Looking at employee training statistics for 2020 and earlier, we can see that 70% of employees think they lack the skills to do their jobs. [14]
  • Moreover, 44% of them expressed a positive outlook on online learning tools to train their employees more effectively. [14]
  • For example, in 2018, the budget was a concern for 32% of talented developers. [14]
  • In the year before, 49% had such issues. [14]
  • In employee development statistics from 2019, 82% of talent development teams declared that their executives actively supported employee engagement. [14]
  • This point is clearly visible in corporate training statistics, according to which global spendings on training and development reached $370.3 billion in 2019. [14]
  • Recent employee development stats have concluded that 84% of employees who deliver quality results have undergone employee training. [14]
  • 94% of employees agree to stay longer at a company if it invests in their training. [14]
  • In a recent study, 76% of professional workers would like to expand their careers, which can be achieved through skill training. [14]
  • Roughly 63% of millennials in 2019 would agree with this notion, as they claimed they’d love to learn a new skill but found themselves short of the time needed to do so. [14]
  • According to career development statistics, 89% of HR leaders agree that training is crucial for an employee’s successful career. [14]
  • Along with HR professionals, 68% of the workforce agrees that employee training is of the utmost importance. [14]
  • According to employee engagement statistics, 68% of working professionals in the US prefer to learn in the workplace. [14]
  • However, 58% of employees want to learn at their own pace. [14]
  • According to training and development statistics, 49% of working individuals prefer to take training courses only when necessary or when they want to. [14]
  • As many as 75% of employees have acknowledged that they would accept or try a learning course if suggested by the manager. [14]
  • Research on employee training has revealed that every trained worker will bring 21% more profit to their company. [14]
  • Nowadays, 73% of firms provide online industry specific training and development courses, focusing on bridging the workforce’s skill gap. [14]
  • According to recent video training statistics, 75% of companies use virtual classrooms and webcasting during their employee training programs. [14]
  • Along with virtual classrooms and webcasting, 82% of companies also use LMS. [14]
  • Today, 34% of companies use mobile applications in their employee training programs. [14]
  • What the future holds for L&D 67% of HR managers agree that L&D budgets will increase in 2023. [15]
  • 76% of employees agree that they are more likely to stay with a company that offers continuous training. [15]
  • Reinforcing positive employee experience is the leading L&D goal for over 9 in 10 organizations 72% of HR managers would invest in mental health and well being training if they had a higher L&D budget. [15]
  • 85% of HR leaders find training beneficial for organizational growth. [15]
  • more social Getting DE&I training is important to 25% of employees, while 40% of companies are providing it. [15]
  • L&D budgets have increased since the pandemic outbreak for 57% of organizations After a streak of growth in global spending on workplace learning between 2008 and 2019, the pandemic has put a hold on it. [15]
  • As 2020 was wrapping up, LinkedIn revealed that 79% of L&D pros expect to spend more on online learning, while 73% foresaw spending less on ILT. [15]
  • While the most frequent annual L&D budgets are $500 – $1,000 (29%) and $1,000 – $3,000 (28%). [15]
  • And the majority (57%). [15]
  • Things appear brighter today, as 67% of HR managers we polled agree that L&D budget will increase this year. [15]
  • Looking into some of the budget roadblocks, we saw that 52% of HR managers are faced with resistance when asking for budget approval. [15]
  • Over half of HR professionals surveyed (54%). [15]
  • This shows an uptick from the early 2020 McKinsey report where 43% of leaders reported existing skill gaps. [15]
  • Finally, 17% are turning to freelancers and contractors. [15]
  • Specifically, over half of HR leaders will provide their employees with upskilling (59%) and reskilling (55%). [15]
  • It’s not surprising that 86% of HR leaders surveyed agree that closing a skills gap is an important training goal. [15]
  • For example, when a new hire doesn’t work out, it usually comes down to a lack of soft skills, 89% of recruiters say. [15]
  • No wonder that soft skills are likely to be the training focus for 76% of organizations in 2023. [15]
  • What’s more, getting DE&I training is important to 25% of employees, while 40% of companies have provided it. [15]
  • A recent study by Oracle found that 76% of people believe companies should be doing more to support the mental health of their workforce. [15]
  • The data shows that employers are prioritizing employee wellbeing 71% of HR managers agree that if they had a higher budget, they’d invest in mental health and well. [15]
  • Moreover, 77% of HR managers are likely to focus on life skills training this year. [15]
  • However, data from the TalentLMS and SHRM survey of employees who have received training from their current company show a high rate of satisfaction with training 75% are satisfied with the company offered training they’ve received. [15]
  • Here’s the breakdown While satisfaction levels are high, the findings from the employee survey shed light on the gaps that still exist in training — for instance, 55% need additional training to perform better in their roles. [15]
  • Here are their top picks Align training with job responsibilities (38%). [15]
  • Update training content more frequently (32%). [15]
  • However, L&D’s beneficial impact on KPIs was already noted and data shows that training programs are bringing companies a 24% higher profit margin compared to those who don’t invest in training. [15]
  • Yet employees and employers agree that training boosts retention 76% of employees say that they are more likely to stay with a company that offers continuous training, while 86% of HR managers find training beneficial for the retention of employees. [15]
  • Finally, building a learning culture can enhance organizational resilience, according to 84% of HR managers. [15]
  • First off, employees find training beneficial for their professional development (82%) and productivity (80%). [15]
  • As mentioned above, 76% say they are more likely to stay with a company that offers continuous training. [15]
  • Next, 75% find it beneficial for their engagement at work and job satisfaction. [15]
  • Finally, 66% say training is beneficial for their loyalty to the company they work for. [15]
  • Here’s what they said 46% have specific training in place for new graduates who are just entering the workforce 42% have specific training in place for supporting the re entry of formerly retired employees. [15]
  • It’s clearer now why 64% of HR managers need additional budget to provide employees with access to online courses — as finding the training content to fit their needs is an obstacle for nearly half of them. [15]
  • Maybe that’s the reason why 78% of organizations prefer utilizing internal learning and training programs. [15]
  • From the employees’ point of view, the leading roadblock to workplace learning is lack of motivation, with 33% of employees finding it challenging to stay motivated to complete training. [15]
  • It is followed by soft skills training and upskilling, while onboarding is received by 36% of employees. [15]
  • Microlearning has been picked by 32% who’d like to get their training in bite. [15]
  • Finally, the type of training we don’t see often enough in the workplace is role playing, which 17% of employees would like to see. [15]
  • Diving deeper into features, besides certificates, discussions, mobile app, and accessibility — as the graph shows — employees would like to see things like quizzes (37%), chat (33%), gamification (29%), videoconferences (28%), and course rating (25%). [15]
  • And when it comes to why, the majority (57%). [15]
  • 79% of polled HR leaders said in this research that there is an emphasis on training and development in their organization. [15]
  • 16% 13% 14% 24% 1. [15]
  • 94% of employees say they would stay at a company longer for this reason and it’s not a raise. [16]
  • According to the most recent Job Openings and Labor Turnover Survey from the Bureau of Labor Statistics , over 3.5 million Americans quit their jobs every month, about 2.3 percent of the labor force. [16]
  • But according to LinkedIn’s 2019 Workforce Learning Report , 94 percent of employees say that they would stay at a company longer if it simply invested in helping them learn. [16]
  • According to the report, 49 percent of learning and development professionals cited a “limited budget” as a top challenge in 2017 but in 2019, that figure has decreased to just 27 percent. [16]
  • In 2017, 27 percent of those polled said that their talent development budgets were increasing but in 2019, that figure was closer to 43 percent. [16]
  • Today, 82 percent of learning and development professionals say that their executives actively support employee engagement in professional learning. [16]
  • Another sign that organizations are finally investing more in their workforce is that 87 percent of talent developers tell LinkedIn that their teams will either stay the same size or grow in 2019. [16]
  • LinkedIn has found that since 2017, 59 percent of talent developers spend more of their budget on online learning and 39 percent say they spend less on instructor. [16]
  • According to LinkedIn, 77,182 people took the course in January alone, and 183,273 have taken it overall. [16]
  • ( WEF, 2020 Companies estimate that around 40% of workers will require reskilling of six months or less and 94% of business leaders report that they expect employees to pick up new skills on the job, a sharp increase from 65% in 2018. [2]
  • 70% of employees believe they don’t have the skills they need to succeed in their jobs. [2]
  • ( Gartner Only 38% of workers say they have opportunities for learning and development at their workplace. [2]
  • 84% of employees in best performing organizations are receiving the training they need, a full 68% better than worst performing companies. [2]
  • From 2019 2020, the number of enterprise learners more than doubled, and the amount of learning has also increased by 58% more hours per learner. [2]
  • 62% of CEOs surveyed prioritize learning in their organization in the US. [2]
  • This figure is 68% in Canada. [2]
  • 49% of respondents said their organizations are currently focused on eLearning. [2]
  • This figure is set to increase to 69% in the next 12 months. [2]
  • 44% of respondents said they intended to purchase online learning tools and systems next year vs 41% the previous year. [2]
  • ( Training Industry Report, 2019 35% of employees surveyed globally have used learning programs to help them find new opportunities in their organizations. [2]
  • professionals report that they expect their budgets to increase in 2021, and only 19% expect a decrease. [2]
  • In India, this figure is particularly high with 64% L&D professionals expecting a budget increase. [2]
  • 64% L&D professionals agree that L&D has shifted from “nice to have” to “need to have”. [2]
  • 66% of L&D professionals globally now agree that they are focused on rebuilding and reshaping their organizations. [2]
  • 64% of L&D professionals globally – and 73% in North America – report that their executives have made diversity & inclusion programs a priority. [2]
  • 39% of training will be delivered by an internal department. [2]
  • However, that training will be supplemented by online learning platforms (16% of training) and by external consultants (11% of training). [2]
  • 94% of employees surveyed say that they would stay at a company longer if it invested in their career development. [2]
  • ( LinkedIn’s 2018 Workplace Learning Report 74% employees surveyed are ready to learn new skills or re train to remain employable in the future. [2]
  • ( PWC, Workforce of the future, 2017 62% of IT professionals surveyed report having paid for training out of their own pockets. [2]
  • ( Bersin by Deloitte 76% of Gen Z learners surveyed believe learning is the key to a successful career. [2]
  • Gen Z watched 50% more hours per learner in 2020 with 69% reporting that they are carving out more time to learn. [2]
  • 35% of the participants in the American labor force are Millennials, making them the largest generation in the US labor force, according to the Pew Research Center. [2]
  • By 2025, millennials will make up a sizable chunk of the workforce . [2]
  • See here here 87% of millennials rate “professional or career growth and development opportunities” as important to them in a job. [2]
  • Comparatively, 69% of non millennials say the same. [2]
  • ( Gallup, 2016 59% of millennials say opportunities to learn and grow are extremely important to them when applying for a job. [2]
  • Only 39% of millennials strongly agree that they learned something new in the past 30 days that they can use to do their jobs better. [2]
  • ( Gallup, 2016 28% of millennials and 27% of Gen Z say they plan to leave their organizations because of dissatisfaction with development opportunities. [2]
  • 51% of respondents ranked live instructor led class as their top preference for learning new material. [2]
  • ( Wainhouse Research, 2018 40% of companies deliver at least half of their learning via instructor. [2]
  • No more than 15% of companies use any other method as much. [2]
  • ( Brandon Hall, 2015 Nearly 70% of corporate training is instructor led. [2]
  • 93% of organizations surveyed agree or strongly agree that personalized learning supports an employee in reaching professional goals more efficiently. [2]
  • 91% of companies that deliver personalized learning say it has improved the link between learning and individual and organizational performance. [2]
  • 88% of organizations surveyed agree or strongly agree that personalized learning has helped to improve their organization’s strategies, mission, or vision. [2]
  • Only 33% of employees agree or strongly agree that the available learning opportunities suit their development needs. [2]
  • Some 40.3% of training hours were delivered by a standand deliver instructor in a classroom setting – up from 35.5% the previous year. [2]
  • ( Training Industry Report 2019 50% 60% of employees access online courses to learn what they need for their jobs. [2]
  • ( Bersin by Deloitte On average, 28% of companies mostly or completely outsourced Learning Management System (LMS) operations/hosting (up from 26% in 2018), while LMS administration and learner support largely were handled in. [2]
  • ( Training Industry Report 2019 Instruction/facilitation was handled about equally in house (47%) and outsourced (53%). [2]
  • The level of outsourcing is expected to stay relatively steady in 2020­ – some 86% of organizations said they expect to stay the same in the outsourcing area. [2]
  • In house and short courses are still by far the most popular method of training delivery with 78% of respondents surveyed saying they focused on it. [2]
  • This figure was expected to decrease to 57% over the next 12 months. [2]
  • 1% of a typical work week is all that employees have to focus on training and development. [2]
  • 65% of the final sample is composed of multinational companies, while 35% is from larger local companies, significant in terms of revenue or size. [2]

I know you want to use Training & Development Companies, thus we made this list of best Training & Development Companies. We also wrote about how to learn Training & Development Companies and how to install Training & Development Companies. Recently we wrote how to uninstall Training & Development Companies for newbie users. Don’t forgot to check latest Training & Development Companiesstatistics of 2023.


  1. getsynapse –
  2. statista –
  3. learnit –
  4. bls –
  5. shiftelearning –
  6. clearcompany –
  7. whatfix –
  8. hrexchangenetwork –
  9. aihr –
  10. research –
  11. myshortlister –
  12. hbr –
  13. teamstage –
  14. statista –
  15. leftronic –
  16. talentlms –
  17. cnbc –

How Useful is Training Development Companies

One significant benefit of utilizing training development companies is their expertise in designing and delivering effective training programs that align with industry standards and best practices. These companies possess extensive knowledge of various industries and can keep pace with the rapidly evolving business environment. Unlike internal trainers, who may be more focused on day-to-day operational responsibilities, training development companies can dedicate their full attention to continuously enhancing their training methodologies and keeping abreast of emerging trends and techniques.

Another noteworthy aspect of training development companies is their ability to offer a fresh perspective and outside insights. By working with different organizations across various industries, these companies gain exposure to diverse business models, challenges, and successes. Consequently, they can impart industry-specific knowledge and tailored strategies that may be out of reach for internal trainers who are primarily familiar with their own company and its practices. This external perspective enhances employees’ problem-solving abilities, fosters innovation, and helps businesses identify areas for improvement that may have stayed unnoticed otherwise.

Moreover, training development companies often bring a wide range of resources and tools that assist in optimizing learning experiences. As part of their specialized services, these companies frequently invest in the latest technological advancements and instructional design techniques. This state-of-the-art infrastructure enables the creation of interactive and engaging learning materials such as multimedia presentations, virtual reality simulations, and augmented reality applications. Consequently, employees receive training that is immersive, practical, and tailored to their unique learning styles and preferences.

One common concern raised against training development companies is the potential cost. It is important to acknowledge that while there is indeed an expense associated with their services, the return on investment is often substantial. By equipping employees with the necessary knowledge and skills to perform their job effectively and efficiently, companies can reap the benefits of increased productivity, enhanced customer satisfaction, and ultimately, improved business outcomes. Moreover, the cost of not investing in employee development could be significantly higher, including high turnover rates, skill gaps, and inconsistency in delivering quality services or products.

In conclusion, training development companies offer a myriad of advantages that make them a valuable asset in today’s business world. Their expertise, fresh insights, and state-of-the-art resources contribute to creating impactful and efficient training programs. Embracing their services can unlock the full potential of the workforce, improve operational effectiveness, and ultimately, drive organizational success. Therefore, integrating training development companies into the learning landscape of a company is a prudent decision that can bestow a multitude of long-term benefits.

In Conclusion

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