Press Release
New ATD Research: Investment in Talent Development Remains Steady
Published Tue Dec 10 2019
Content
(Alexandria, VA), December 10, 2019 —Despite a slowing of global economic activity in the second half of 2018, organizations continued to make a significant investment in employee learning, according to ATD’s 2019 State of the Industry report.
(Alexandria, VA), December 10, 2019—Despite a slowing of global economic activity in the second half of 2018, organizations continued to make a significant investment in employee learning, according to ATD’s 2019 State of the Industry report.
Content
The publication, sponsored by American Management Association International, showed the average organization had a direct learning expenditure of $1,299 per employee in 2018 and each worker used 34 hours (slightly higher than four eight-hour workdays) on formal learning.
The publication, sponsored by American Management Association International, showed the average organization had a direct learning expenditure of $1,299 per employee in 2018 and each worker used 34 hours (slightly higher than four eight-hour workdays) on formal learning.
Content
According to the report, “Learning hours have held quite stable in recent years; in both 2017 and 2016, the average number of learning hours used was 34.1, which is almost identical to this year’s figure. The traditional instructor-led classroom continues to be of major importance as more than half of these hours were delivered in that setting.”
According to the report, “Learning hours have held quite stable in recent years; in both 2017 and 2016, the average number of learning hours used was 34.1, which is almost identical to this year’s figure. The traditional instructor-led classroom continues to be of major importance as more than half of these hours were delivered in that setting.”
Content
Organizations continue to focus on managerial and supervisory employee development. This has been the top content spot for the last several years in terms of the percentage of the learning portfolio dedicated to it.
Organizations continue to focus on managerial and supervisory employee development. This has been the top content spot for the last several years in terms of the percentage of the learning portfolio dedicated to it.
Content
“It’s not surprising that organizations are concerned about managerial skills; the ATD report Bridging the Skills Gap: Workforce Development and the Future of Work finds that nearly two-thirds of talent development professionals thought their organization was experiencing a “gap” in managerial and supervisory skills,” says Maria Ho, associate director of ATD Research.
“It’s not surprising that organizations are concerned about managerial skills; the ATD report Bridging the Skills Gap: Workforce Development and the Future of Work finds that nearly two-thirds of talent development professionals thought their organization was experiencing a “gap” in managerial and supervisory skills,” says Maria Ho, associate director of ATD Research.
Content
ATD’s 2019 State of the Industry report is based on data from 318 organizations of various sizes, industries, and locations. Key findings were that:
ATD’s 2019 State of the Industry report is based on data from 318 organizations of various sizes, industries, and locations. Key findings were that:
Content
62 percent of direct learning expenditure went toward internal services (talent development staff salaries, in-house development, delivery, and administration expenses for example); 27 percent went to learning suppliers; and 11 percent went to tuition reimbursement.
62 percent of direct learning expenditure went toward internal services (talent development staff salaries, in-house development, delivery, and administration expenses for example); 27 percent went to learning suppliers; and 11 percent went to tuition reimbursement.
Content
14 percent of the learning budget went to managerial and supervisory training while compliance came in at 13 percent.
14 percent of the learning budget went to managerial and supervisory training while compliance came in at 13 percent.
Content
54 percent of the formal learning hours used were delivered using the traditional, live, face-to-face classroom while 22 percent were delivered as online, self-paced e-learning programs.
54 percent of the formal learning hours used were delivered using the traditional, live, face-to-face classroom while 22 percent were delivered as online, self-paced e-learning programs.
Content
Learning experiences that happen during work are critical to employee development. In 2018, 55 percent of organizations emphasized on-the-job training to a high or very high extent. Another 33 percent highlighted it to a moderate extent.
Learning experiences that happen during work are critical to employee development. In 2018, 55 percent of organizations emphasized on-the-job training to a high or very high extent. Another 33 percent highlighted it to a moderate extent.
Content
The 2019 State of the Industry report is free to ATD members at td.org/SOIR2019, on the ATD Publications app, and available for purchase in the ATD Store during conferences. ATD is also hosting a free webcast featuring the State of the Industry report on January 29, 2020. Register here.
The 2019 State of the Industry report is free to ATD members at td.org/SOIR2019, on the ATD Publications app, and available for purchase in the ATD Store during conferences. ATD is also hosting a free webcast featuring the State of the Industry report on January 29, 2020. Register here.
Content
About ATD
About ATD
Content
The Association for Talent Development (ATD) is the world’s largest professional membership organization supporting those who develop the knowledge and skills of employees, improve performance, and help to achieve results for the organizations they serve. Originally established in 1943, the association was previously known as the American Society for Training & Development (ASTD).
The Association for Talent Development (ATD) is the world’s largest professional membership organization supporting those who develop the knowledge and skills of employees, improve performance, and help to achieve results for the organizations they serve. Originally established in 1943, the association was previously known as the American Society for Training & Development (ASTD).
Content
ATD’s members come from more than 120 countries and work in public and private organizations in every industry sector. ATD supports talent development professionals who gather locally in volunteer-led U.S. chapters and international member networks, and with international strategic partners.
ATD’s members come from more than 120 countries and work in public and private organizations in every industry sector. ATD supports talent development professionals who gather locally in volunteer-led U.S. chapters and international member networks, and with international strategic partners.
Content
For more information, visit td.org .
For more information, visit td.org.