Today I came across this interesting summary of the State of Employee Training 2015. It has been published by Intercall.
In their article State of Employee Training 2015 they include the data and graphic shown below.
We all know that when done well, training can add a lot of value both to organisations as well as the growth and performance potential of individuals. But with increasing budget and time challenges, training is often the first casualty.
How is the state of training relevant to us?
I am sure that for many of us, we use training differently in our respective employers and clients. But there are some interesting points to explore
Respondents – 44 percent work at large companies (more than 500 employees)
25% work at mid-sized companies (101-500 employees). This confirms the notion that integrating online training into employees’ on-boarding and training packages happens more often at the medium-to-big business level than the small business level.
59-69% of employees cite training opportunities as reasons for staying with employers. Whilst its not a perfect strategy, providing training not only increases the performance of our people, it aids retention too.
Current delivery methods are not an effective use of time
With one third of people saying that our current delivery methods are not an effective use of time, we need to start looking at training differently. The common solution here is to stop expensive classroom training, and replace it with elearning. And yet this research suggests that people value the question and answer opportunities more than elearning. Are we missing a truck? Are we at risk of solving the wrong problem?
Platforms used to deliver training
According to this research the platforms used to deliver training to this audience were:
- In-person workshops/classroom-style training- 76%
- Question and answer sessions- 62%
- Interactive online courses – 56%
- Online resource center- 53%
- Hands-on learning- 47%
- Print documents/books – 45%
- Desktop applications- 14%
- Mobile applications- 3%
Making the most of learner knowledge retention
Interestingly almost one third said they felt the materials provided in their training sessions were not interesting or engaging. If the material is not engaging to employees they may not be retaining the information presented either. Is good design beyond most training providers?
The article quotes that half of the respondents said in-person training workshops are effective in helping them retain information, but only 41 percent of said interactive online courses are effective. We may be spending less on elearning, but is it giving us the return?
The managers role of coaching is missing
Transfer of learning to the workplace is key. What seemed to be missing from this survey was any question or comment about support for the transfer of learning back to the workplace. It does not matter how the training is delivered – classroom or online. If managers do not take time to coach and support, the learning will soon be lost.
So what is state of employee training 2015? are things getting better? what can we do to improve the performance of our organisations and people?
What are your thoughts on this finding? Will this change the way you train your employees or clients? How would your employees or learners respond to these points?