The Split: 4 Training Trends Based on Organisational Size

In the post-recession UK, the uptick of the economy has closely realigned training strategies.

Published on 25 April, 2016 | Last modified on 2 June, 2022

In the post-recession UK, the uptick of the economy has closely realigned training strategies.

Training in the UK has changed drastically in recent years. As highlighted in Bersin’s UK Corporate Learning Factbook, the recession placed constraints on budgeting for training initiatives. It was these constraints that led organisations to better utilise in-house training approaches and identify organisational goals and drivers.

Now in the post-recession UK, the uptick of the economy has closely realigned training strategies and loosened spending. However, training trends differ greatly depending on organisational size. Let’s take a look at the differences in training approaches in the rebounding economy.

1. Increased L&D Spending

Spending devoted to training has gone up by 11 percent from 2014 to 2015, making the average spend per learner toll come out to £1,068. Organisations are keen on training to develop future leaders and successors, all while enhancing employee skill sets. Increased L&D spending is extremely beneficial to employees because they can expand on their skills and further grow as a professional. Of course, increased L&D is also positive for the future of organisations looking for successors and not replacements. Training for successors helps to strengthen individual skills so the future leaders can do more than the current, and in turn strengthen the entire organisation.

The Split: Larger companies (10,000+ employees) have increased their spending by 10 percent in the last year. However, it’s the smaller businesses (500-999 employees) that are really spending on L&D with a 16 percent increase.

2. Drop in Outsourced Training

During the recession, many companies were wary of their spending and cut down on outsourced training. In-house training is both a cost-effective and convenient strategy. It eliminates the woes associated with travel arrangements and expenses. Even with a surge in spending on L&D, Bersin’s research shows a rapid decline in external or outsourced training services. Flashing back to 2009 (the last half of the recession), outsourced training made up 41 percent of the average L&D budget. Today, in stark contrast, outsourced training services make up a mere 14 percent of training budgets. The decreased reliance on outsourcing training strategies indicates an increased confidence with in-house training initiatives.

The Split: Smaller companies, with smaller budgets, tend to place more value on the traditional classroom setting than larger companies. Larger companies spend about 2 percent more than smaller organisations. It’s this outsourcing that is usually conducted by experts devoted to more advanced technical operations for content development.

3. Drive Towards Digital

Over one quarter of training is done digitally, which is slightly less than instructor-led training (32 percent). Furthermore, instructor-led training hours have drastically declined by 45 percent period over period since 2009. This indicates that many organisations value blended learning approaches, cluing into the practice of digital delivery or eLearning rising by 12 percent to 19 percent of the L&D budget. Blended learning, now a growing training pedagogy, tethers digital and traditional instructor-led training approaches and caters to a lot of learning styles.

The Split: Smaller companies tend to hold close to traditional instructor-led classroom settings, and are less devoted to eLearning or digital strategies, unlike larger companies that are more digital prone.

More Trainers, More Time

4. More Trainers, More Time

Lastly, Bersin’s study show that there has been a 50 percent increase of training staff over the last 3 years. The staff to employee ratio was 10:1 in 2012, then jumping to 15:1 in 2015. Yet, despite having more trainers per employee, these trainers are experiencing more diverse and greater responsibilities. In the last year, hours devoted to training have increased by 12 percent, something that had been cut in half during the recession. The increase in training hours indicates that organisational leaders have more interest in developing employee skills. This interest is promising across the board for trainers, professionals, organisations, innovations, and industries as a whole.

The Split: Smaller companies have more trainers and training hours than larger companies. This results from fewer digital strategies applied by smaller companies.

With all this growing responsibility, trainers – no matter what size organisation they hail from – can’t afford to waste time printing and distributing materials. Mimeo helps you save time and focus on training curriculum with our streamlined training content distribution solutions. Like the rest of the UK, we’re always looking for ways to help strengthen your training approaches and strategies. What training objectives can we help you achieve?

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