CEGOS has just released the results of their 2010 learning and development survey, carried out in March among 2,200 employees from small, medium and large companies in the UK, France, Germany and Spain. The results are interesting, particularly in terms of attitudes to, and usage of learning technologies. I’ve extracted a few highlights:
How is learning delivered?
Nearly all employees in all four countries receive classroom training.
More than half of employees in Spain and the UK undertake self-study e-learning, with Spain leading the way (56%) and France way behind (24%).
The UK leads the way in the use of tutored online learning (44%), with France again not really interested (22%).
The UK does the most blending (41%) and you know who does only 13%.
Spain uses virtual classrooms the most (39%), with UK second (30%) and France, well you’ve got the idea.
Forms of e-learning
Of those employees who receive self-study e-learning, most of this is likely to be standard tutorial modules, with a sizeable proportion also using video and a small minority using either serious games or mobile learning.
What forms of training do employees want?
“In the UK, on-the-job training is highly desired by 90% of employees, classroom by 89%, mentoring 86%, blended 83%, e-learning 81%, collaborative tools (blogs, forums and wikis) 67%, games 56%, multimedia resources (podcasts or mobile learning) 63%.”
In other words, nearly everybody wants a bit of everything.
What contributes most to the success of the training?
“Consistently rated in the most important category was the expertise of the instructor/mentor/coach (63% of respondents rated this as very important) followed by appropriateness of content (rated as very important by 58%).”
Interestingly, UK managers are doing a better job of preparation and follow-up:
“Most training in Europe today is learner-driven. In the four countries studied, training is undertaken mainly as a result of the employee’s own initiative (61%). UK managers are the most involved in the training of their teams: in 40% of cases the training is due to a joint initiative between employee and manager. In addition, UK managers are twice as likely to carry out a post-training follow-up compared to their European counterparts (31% compared to the European average of 17%).”
How successful is the training?
“The survey also found that nearly all (94%) employees are satisfied with their training. 90% are able to put into practice the skills and knowledge acquired from the training. In addition, 94% find it useful for networking with other professionals and 80% believe that what they learn will contribute to their personal development.”
I know that this is not an objective view of success, but these are still significant numbers.
Great post!! I think these numbers are significant and should be a factor in evaluating a training program. Although technology is great in enhancing delivery of the content online and offline, most trainees still prefer a trainer to provide instruction in a f2f classroom.
ReplyDeleteCeegagirl
From my experience with training at large corporations in the United States I've noticed that offering paid training is often an under appreciated benefit from the perspective of employees.
ReplyDeleteMy observations indicate that companies are not always doing an effective job of conveying to employees a monetary value of the training that is offered so that employees can better understand it as part of their total compensation package.