According to learning and development and HR professionals, ****************************** was the most important factor when considering a new job position for those age ** and older. The most important factor for the ** to ** demographic was career growth.

The main focus areas for career growth taken by IT professionals in 2023 was related to their current technical skills, while another ** percent of respondents focused on developing technical skills in new areas. Moreover, ** percent of IT professionals worldwide saw career growth perspectives in project management.

Historical Dataset of Career Development Inc. (4400) School District is provided by PublicSchoolReview and contain statistics on metrics:Comparison of Diversity Score Trends,Total Revenues Trends,Total Expenditure Trends,Average Revenue Per Student Trends,Average Expenditure Per Student Trends,Reading and Language Arts Proficiency Trends,Math Proficiency Trends,Graduation Rate Trends,Overall School District Rank Trends,American Indian Student Percentage Comparison Over Years (1997-2023),Hispanic Student Percentage Comparison Over Years (1997-2023),Black Student Percentage Comparison Over Years (1997-2022),White Student Percentage Comparison Over Years (1997-2023),Two or More Races Student Percentage Comparison Over Years (2011-2021),Comparison of Students By Grade Trends

ABOUT THE CITY OF TEMPE EMPLOYEE SURVEY REPORT (DATASET)This report (dataset) includes the results from the Tempe Employee Survey, conducted every other year, to gather input from employees about issues in six major areas: professional development and career mobility; organizational support; supervisions and working environment; compensation and benefits; employee engagement; and peer relationships. Participation in the survey is voluntary and confidential. Employees are able to complete the survey during work hours or at home, with surveys directly returned to the vendor conducting the survey.In many of the survey questions, survey respondents are asked to rate their agreement level with a given statement on a scale of 5 to 1, where 5 means "Strongly Agree" and 1 means "Strongly Disagree" (while some questions follow another scale). The survey has a 95% confidence level.PERFORMANCE MEASURESData collected in this survey applies directly to the following Performance Measures for the City of Tempe:1. Safe and Secure Communities1.11 Feeling Safe in City Facilities2. Strong Community Connections2.13 Employee Engagement2.25 Employee Work-Related Needs3. Quality of LifeNo performance measures in this category presently relate directly to the Employee Survey4. Sustainable Growth & DevelopmentNo performance measures in this category presently relate directly to the Employee Survey5. Financial Stability & VitalityNo performance measures in this category presently relate directly to the Employee Survey The City of Tempe Employee Survey was first conducted in 2016 and occurs every two years.Additional InformationSource: Community Attitude SurveyContact (author): Adam SamuelsContact E-Mail (author): Adam_Samuels@tempe.govContact (maintainer): Contact E-Mail (maintainer): Data Source Type: Excel tablePreparation Method: Data received from vendor after report is completedPublish Frequency: BiennialPublish Method: ManualData Dictionary (pending)

This data set shows the number of individuals in the Pennsylvania child care workforce verified at each Career Pathway level by the county where the individual has indicated within the Professional Development (PD) Registry where they are employed. “Verified” means that the individual has an unexpired Career Pathway level that has been determined by an independent review of documentation submitted through the PD Registry. Additional information about the Career Pathway Levels can be found here: https://s35729.pcdn.co/wp-content/uploads/2022/02/PA-Early-Childhood-Education-Career-Pathway-eff.-7.1.2022.pdf. Data is included only for individuals working in family child care, group child care, and center child care. Data is current as of the last day of the quarter prior to the posted report. This report will be updated twice a year. To protect the confidentiality of participants in OCDEL’s programs, it is necessary to limit the amount of data that is available, even in aggregate form. Specifically, counts of 50 or less have been suppressed to protect the confidentiality of individuals (Number is not displayed when count of individuals is less than 51). DISCLAIMER: OCDEL is not representing that this information is current or accurate beyond the day it was posted. OCDEL shall not be held liable for any improper or incorrect use of the information described and/or contained herein and assumes no responsibility for anyone's use of the information.

The People Matter survey is an independent opinion survey conducted by the Victorian Public Sector Commission that enables employees from organisations across the public sector to have their say. Survey results show how employees view different aspects of their workplaces, including: job satisfaction. career development.

The Youth Economic Activity and Health (YEAH) Survey, 2021-2022 was a major data collection effort to track the well-being, learning, and expectations of 16-25-year-olds in the second phase of the COVID-19 pandemic after effective vaccines had started to roll out. In all, it collected 8,000 data points between February 2021 to November 2022 using web interviews in quota samples recruited from proprietary access panels managed by Ipsos MORI and partners.

The survey’s main objectives were to deliver intelligence on: 1. Successful transitions 2. Future planning, optimism and expectations 3. Learning progression in education and the world of work 4. Career development activities, career support and career progress 5. Health, subjective well-being, and support networks

The project and data collection were led by Dr Golo Henseke as the Principal investigator. He is the primary contact. Professor Francis Green and Professor Ingrid Schoon guided and co-designed the survey at all stages of development. The project team was affiliated with IOE, UCL's Faculty of Education and Society. The survey was carried out by Ipsos MORI UK.

Funding for this research was provided by the Economic and Social Research Council, Grant No. ES/V01577X/1.

This project Youth Economic Activity and Health (YEAH) addressed the UK's need for robust evidence on COVID-19's consequences for youth employment, learning and well-being. YEAH addressed five related research issues:

1. Successful transitions
2. Future planning and optimism
3. Learning
4. Internship and knowledge exchange
5. Youth employment support initiatives.

To address some of the research questions, the project commissioned a survey of 16-25-year-olds in Britain, which is shared here.

In all, the YEAH project provided valuable insights into the impacts of and recovery from the COVID-19 pandemic on youth after effective vaccines had become available. We found a recovery in youth unemployment and life satisfaction across countries. For Britain, the recovery in life satisfaction was explained by increased social contacts, receding worries about career prospects and job skills learning, and opportunities for job skills learning. The project also examined the perceived effects of the pandemic on the learning of job skills and career planning in post-Brexit Britain over time and between groups of young people. The project emphasised the importance of social contacts, career prospects, job skills learning, and career preparation activities in supporting youth's well-being during and after the pandemic.

Historical Dataset of The Renaissance Center For Academic And Career Development is provided by PublicSchoolReview and contain statistics on metrics:Total Students Trends Over Years (2015-2023),Total Classroom Teachers Trends Over Years (2015-2023),Distribution of Students By Grade Trends,Student-Teacher Ratio Comparison Over Years (2015-2023),Asian Student Percentage Comparison Over Years (2017-2022),Hispanic Student Percentage Comparison Over Years (2015-2022),Black Student Percentage Comparison Over Years (2015-2023),White Student Percentage Comparison Over Years (2015-2023),Two or More Races Student Percentage Comparison Over Years (2016-2022),Diversity Score Comparison Over Years (2015-2023),Free Lunch Eligibility Comparison Over Years (2015-2023),Reading and Language Arts Proficiency Comparison Over Years (2015-2022),Math Proficiency Comparison Over Years (2015-2023),Overall School Rank Trends Over Years (2015-2019),Graduation Rate Comparison Over Years (2015-2023)

This data set shows the number of individuals in the Pennsylvania child care workforce verified at each Career Pathway level by the STAR level of the facility where the individual has indicated within the Professional Development (PD) Registry where they are employed. “Verified” means that the individual has an unexpired Career Pathway level that has been determined by an independent review of documentation submitted through the PD Registry. Additional information about the Career Pathway Levels can be found here: https://s35729.pcdn.co/wp-content/uploads/2022/02/PA-Early-Childhood-Education-Career-Pathway-eff.-7.1.2022.pdf. Data is included only for individuals working in family child care, group child care, and center child care. Data is current as of the last day of the quarter prior to the posted report. This report will be updated twice a year. To protect the confidentiality of participants in OCDEL’s programs, it is necessary to limit the amount of data that is available, even in aggregate form. Specifically, counts of 10 or less have been suppressed to protect the confidentiality of individuals (Number is not displayed when count of individuals is less than 11.). Additional counts have also been suppressed to prevent the calculation of suppressed values (Number is greater than 11 but is not displayed.) DISCLAIMER: OCDEL is not representing that this information is current or accurate beyond the day it was posted. OCDEL shall not be held liable for any improper or incorrect use of the information described and/or contained herein and assumes no responsibility for anyone's use of the information.

Diversity Management Division: In FY 2022, ODCR collaborated with OHC and the Office of Leadership and Career Development to train 3,077, or 98%, of its managers and supervisors on the Diversity, Equity, Inclusion, and Accessibility (DEIA) Strategic Plan; reasonable accommodation and workplace flexibilities; legal reviews; alternative dispute resolution and mediation; and special hiring authorities and developmental opportunities. This resulted in a 16% increase in trained managers and supervisors. Additionally, ODCR also addressed anti-harassment claims requests for reasonable accommodation in the workplace.

Generation Z’s entry into the workforce has led to changing workplace expectations, in which Gen Z employees are willing to walk away if these expectations are not met. In 2022, ** percent of Gen Z employees in the United States said that they would walk away from a job due to an unsatisfactory salary, while ** percent said they would quit if the job caused burnout and lacked work-life balance. ** percent of Generation Z employees also reported that they would quit if there were no remote work options available. Gen Z at Work Due to challenges such as the COVID-19 pandemic and recent economic turmoil, there are unique factors influencing Generation Z employees looking for work. Many prospective Gen Z employees are entering the workforce at a time of historically low unemployment, with job openings also much higher than usual. As a result, Gen Z employees are more likely to apply to jobs that meet their expectations regarding salary and work-life balance. Gen Z’s desire for clear salary expectations has shown to be a major factor on whether they even apply for a job. Additionally, Gen Z employees are more likely to appreciate flexible working options, with ** percent saying that they preferred hybrid work while ** percent preferred for work to be fully remote. Importance of Education While Generation Z has been reported to be the most educated age group in the United States, only ** percent of Gen Z employees said that they were very satisfied with how well their education has prepared them for the workforce. Therefore, having the opportunity to continue learning at work is an important factor for Gen Z employees in the United States, who value career development and workplace training. In particular, ** percent of surveyed Gen Z employees said that they would want to receive leadership training at work, while ** percent wanted to receive training in mental health.

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Corporate Training Market Size 2025-2029

The corporate training market size is forecast to increase by USD 43.86 billion, at a CAGR of 7.8% between 2024 and 2029.

The market is experiencing significant shifts driven by the emergence of cost-effective e-learning training modules and the integration of IoT and wearable devices. Companies are increasingly adopting e-learning solutions due to their affordability and flexibility, enabling employees to access training materials anytime, anywhere. This trend is particularly relevant in today's remote work environment. Meanwhile, the Internet of Things (IoT) and wearable devices are revolutionizing corporate training by providing real-time data and analytics, allowing organizations to monitor employee performance and tailor training programs accordingly. However, technical constraints pose a challenge to implementing these advanced training methods. Companies must ensure their IT infrastructure can support these technologies and that employees have the necessary skills and resources to utilize them effectively. Addressing these challenges will be crucial for organizations seeking to stay competitive and provide their workforce with the most effective and up-to-date training solutions.

What will be the Size of the Corporate Training Market during the forecast period?

Explore in-depth regional segment analysis with market size data - historical 2019-2023 and forecasts 2025-2029 - in the full report.
Request Free SampleThe market continues to evolve, with dynamic market activities unfolding across various sectors. Training materials are no longer static documents, but rather interactive and accessible through learning platforms that support professional development and training administration. Virtual classrooms and instructor-led training are seamlessly integrated with e-learning platforms, enabling mobile learning and sales training. Compliance training, assessment tools, and performance support are essential components, ensuring training effectiveness and adherence to learning objectives. Knowledge management and training content development are crucial for management training and skill development. Course authoring tools and e-learning authoring tools facilitate rapid elearning and video conferencing, while learning analytics and xapi compliance offer valuable insights into training delivery methods and training needs analysis. The integration of collaboration tools, self-paced learning, and online courses fosters employee engagement and career advancement. Talent management and certification programs leverage adaptive learning and api integrations to provide personalized learning experiences. Data security and training budget considerations are essential aspects of this evolving landscape. The market is characterized by ongoing innovation, with emerging trends such as AI-powered learning, simulation training, and on-the-job training shaping the future of professional development. The continuous integration of these technologies and methodologies ensures that corporate training programs remain effective and adaptable to the ever-changing business landscape.

How is this Corporate Training Industry segmented?

The corporate training industry research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD billion' for the period 2025-2029, as well as historical data from 2019-2023 for the following segments. ProductTechnical trainingNon-technical trainingTypeBlendedE-learningIndustriesRetailPharmaceutical and HealthcareFinancial ServicesProfessional ServicesPublic EnterprisesInformation TechnologyRetailPharmaceutical and HealthcareFinancial ServicesProfessional ServicesPublic EnterprisesInformation TechnologyOthers IndustriesTraining PurposeLeadership DevelopmentComplianceSkill DevelopmentCompany SizeSmall BusinessesMedium BusinessesLarge EnterprisesGeographyNorth AmericaUSCanadaEuropeFranceGermanyItalySpainUKMiddle East and AfricaUAEAPACChinaIndiaJapanSouth KoreaSouth AmericaBrazilRest of World (ROW)

By Product Insights

The technical training segment is estimated to witness significant growth during the forecast period.The market for non-technical skills is experiencing significant growth due to the increasing importance of soft skills in driving employee productivity. This market segment includes training in intangible areas such as leadership development, team-building, problem-solving, and management techniques. Training programs in this sector are facilitative in nature, focusing on learner-centric outcomes defined by behavioral objectives. Organizations are increasingly prioritizing employee skills development for personal and professional growth. Learning platforms and training materials play a crucial role in delivering non-technical training. Compliance with privacy regulations and accessibility standards is essential for these

The goal of this study was to understand how the Certified Peer Specialist (CPS) certification process contributes to new graduates’ employment outcomes and opportunities for career advancement, regardless of whether they work in peer support. CPS are an important part of expanding the mental health workforce and providing choices for service users. However, we don’t know what happens to CPS careers after completing training. We want to understand CPS experiences at work, and activities outside of work.

United States Private Sector Payroll: sa: Industry: PB: Professional Services data was reported at 10,176.683 Person th in May 2022. This records an increase from the previous number of 10,157.560 Person th for Apr 2022. United States Private Sector Payroll: sa: Industry: PB: Professional Services data is updated monthly, averaging 7,896.562 Person th from Apr 2002 (Median) to May 2022, with 242 observations. The data reached an all-time high of 10,176.683 Person th in May 2022 and a record low of 6,629.415 Person th in Aug 2003. United States Private Sector Payroll: sa: Industry: PB: Professional Services data remains active status in CEIC and is reported by Automatic Data Processing, Inc.. The data is categorized under Global Database’s United States – Table US.G125: ADP National Employment Report: 2019 Methodology (Discontinued).

Graph and download economic data for Average Weekly Hours of All Employees: Professional and Business Services in New Jersey (DISCONTINUED) (SMU34000006000000002SA) from Jan 2007 to Mar 2022 about professional, NJ, hours, business, services, employment, and USA.

According to a survey on career growth in 2022, ** percent of the surveyed Gen Z's in Singapore believed that career growth is a way to achieve something else, such as money or status. On the other hand, ** percent of Gen X+ indicated that they considered career growth as an achievement itself.

The main aim of this work was to explore how online training events, outside of traditional academic courses, can support Social Science, Arts and Humanities (SHAPE) students to develop data skills.

There is international demand for data skills in the workplace, and Governments are increasingly concerned with how quantitative data skills are acquired for 21st Century jobs. If SHAPE students are trained in data skills they can enter into statistical professions and data careers. Online learning has risen significantly in the last decade, and even more so since the COVID-19 pandemic. Within the field of social research methods, online learning has grown rapidly and there is an emerging literature on the pedagogy. Data skills are vital for research and there is acknowledgement that online learning can play a role in data skills training.

The data collection contains anonymised transcripts from 8 qualitative semi-structured individual interviews with SHAPE students who attended UK Data Service online training events. The interviews explored why the student had attended the UKDS event, what they learnt from it, how it has supported the development of data skills and how this will help their career. Ten students participated in the original study – we have consent from eight of ten the students to share their anonymised data in this repository.

Major themes and sub-themes from in-depth interviews with Female Global Scholar Program participants (N = 13) in 2022.