Development Investment Rises

New research shows that spending on employee development rose 9.5 percent to an average of $800 per learner in 2011 as organizations moved to combat the current skills gap in the labor market.

The research fond U.S. training organizations continuing on the road to recovery, following double-digit spending cuts in 2008 and 2009 with a slight uptick of two percent in 2010. The research also found that the large business investment in social learning tools in 2011 nearly doubled to $40,000 on average.

“U.S. companies are now reinvesting in training to address a major skills gap, which we identified in the market more than a year ago,” says Josh Bersin, chief executive officer and president, Bersin & Associates. “Organizations are turning away from formal classroom training — and even traditional e-learning programs — to deliver bite-sized learning on a continuous basis. In fact, our research shows that today, the demand is for ‘just the learning you need, just in time.’”

He adds that the doubling of investment by large businesses on social media shows that social learning is no longer an experiment. “Companies are using social learning to drive innovation in their learning organizations,” Bersin says. “By allowing users to actively interact and share knowledge, organizations are both empowering users to teach one another and are actively encouraging conversations that organically foster creativity and problem solving.”

The study also found that employees received more development in 2011, with learners averaging 15.3 hours, up from 12.8 hours in 2010. However, much of the focus is outside of the formal learning event. These organizations are focusing more on getting employees to internalize the knowledge and apply the skills through continuous, reinforced learning environments. These efforts include manager coaching, collaborative tools, and experiential exercises.

—Source, more info: www.bersin.com/2012_corporate_learning_factbook_benchmarks_trends_and_analysis_of_the_USA_training_market/

New research shows that spending on employee development rose 9.5 percent to an average of $800 per learner in 2011 as organizations moved to combat the current skills gap in the labor market.

The research fond U.S. training organizations continuing on the road to recovery, following double-digit spending cuts in 2008 and 2009 with a slight uptick of two percent in 2010. The research also found that the large business investment in social learning tools in 2011 nearly doubled to $40,000 on average.

“U.S. companies are now reinvesting in training to address a major skills gap, which we identified in the market more than a year ago,” says Josh Bersin, chief executive officer and president, Bersin & Associates. “Organizations are turning away from formal classroom training — and even traditional e-learning programs — to deliver bite-sized learning on a continuous basis. In fact, our research shows that today, the demand is for ‘just the learning you need, just in time.’”

He adds that the doubling of investment by large businesses on social media shows that social learning is no longer an experiment. “Companies are using social learning to drive innovation in their learning organizations,” Bersin says. “By allowing users to actively interact and share knowledge, organizations are both empowering users to teach one another and are actively encouraging conversations that organically foster creativity and problem solving.”

The study also found that employees received more development in 2011, with learners averaging 15.3 hours, up from 12.8 hours in 2010. However, much of the focus is outside of the formal learning event. These organizations are focusing more on getting employees to internalize the knowledge and apply the skills through continuous, reinforced learning environments. These efforts include manager coaching, collaborative tools, and experiential exercises.

—Source, more info: www.bersin.com/2012_corporate_learning_factbook_benchmarks_trends_and_analysis_of_the_USA_training_market/

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