This survey shows how important career development opportunities are to U.S. employees' job satisfaction as of *************. During the survey, ** percent of respondents stated that career development opportunities were important to their job satisfaction.

Market Overview The global Employee Development Platform market is anticipated to grow significantly from 2025 to 2033, with a projected CAGR of XX%. The market size, valued at million USD in 2025, is expected to reach million USD by 2033. The increasing demand for employee training and development programs, coupled with the rise of remote and hybrid work models, is driving the market growth. Large enterprises are primarily investing in these platforms, recognizing their value in improving employee performance, retention, and overall organizational productivity. Key Trends and Drivers Cloud-based employee development platforms are gaining traction due to their flexibility, cost-effectiveness, and accessibility. Artificial intelligence (AI) and machine learning (ML) are being integrated to enhance platform functionality, providing personalized learning experiences and data-driven insights. Additionally, the demand for mobile-first platforms that offer on-the-go training is increasing. Market players are continuously launching new features and updates to cater to the evolving needs of organizations and employees, focusing on employee engagement, career development, and talent management.

Percentage of enterprises that arranged training or development activities to employees, by North American Industry Classification System (NAICS) code and enterprise size, based on a one-year observation period. Training and development activities include job specific training, managerial training, training in new technology, training in new business practices, training in international business, digital skill training, data literacy skill training, coaching and mentoring for employees, and other training or development.

Training and Employee Development

Employees worldwide had **** expectations from learning and development departments at their organizations, according to a global survey conducted at the end of 2020 by Capgemini. The results showed how employees expect more personalized and flexible learning and development paths. In particular, ** percent of respondents declared that they would like to have access to online learning platforms in order to individually decide which skills and talents to develop at their own pace.

Brazil Number of Employee: PT: Scientific Research & Development data was reported at 42,698.000 Person in 2017. This records an increase from the previous number of 38,899.000 Person for 2016. Brazil Number of Employee: PT: Scientific Research & Development data is updated yearly, averaging 40,141.000 Person from Dec 2006 (Median) to 2017, with 12 observations. The data reached an all-time high of 45,184.000 Person in 2012 and a record low of 26,003.000 Person in 2006. Brazil Number of Employee: PT: Scientific Research & Development data remains active status in CEIC and is reported by Brazilian Institute of Geography and Statistics. The data is categorized under Brazil Premium Database’s Business and Economic Survey – Table BR.SH023: Enterprise Industry: No of Employee: by Industry.

In 2022, learning and development professionals considered ************************* to be the most important aspect of workplace training. Between 2021 and 2022, two new areas of focus deemed to be important were introduced into the survey in diversity, equity, and inclusion, and digital upskilling/digital transformation.

According to a global survey conducted among employees in 2021, the majority of respondents believed learning is a key to success in their career. When looking at different age groups, ** percent of respondents belonging to gen Z believed learning is key to success. The share of respondents who believed so was lower for older employees.

Financial overview and grant giving statistics of Bay Area Employment Development Company

Graph and download economic data for All Employees: Professional and Business Services: Scientific Research and Development Services in California (SMU06000006054170001SA) from Jan 1990 to May 2025 about R&D, science, CA, services, employment, and USA.

Turnover data by fiscal year for the City of Tempe compared to the seven market cities which included Chandler, Gilbert, Glendale, Mesa, Phoenix, Peoria and Scottsdale. There are two totals, one with and one without retires.Please note that the Valley Benchmark Cities’ annual average is unavailable for FY 2020/2021 due to a gap in data collection during that year.Please note that corrections were made to the data, including historic data, due to additional review and research on the data on 10/2/2024.This page provides data for the Employee Turnover performance measure.The performance measure dashboard is available at 5.07 Employee Turnover.Additional InformationSource: Department ReportsContact: Lawrence La VictoireContact E-Mail: lawrence_lavictoire@tempe.govData Source Type: ExcelPreparation Method: Extracted from PeopleSoft and requested data from other cities is entered manually into a spreadsheet and calculations are conducted to determine percent of turnover per fiscal yearPublish Frequency:AnnuallyPublish Method: ManualData Dictionary

This table contains 33 series, with data for years 2014 - 2015 (not all combinations necessarily have data for all years). This table contains data described by the following dimensions (Not all combinations are available): Geography (1 item: Canada) Country of control (3 items: Total country of control; Canada; Foreign) Employment size (11 items: Total employment size; 1 to 4 employees; 5 to 9 employees; 10 to 19 employees; ...).

Explore the total number of employees in the research and development field in Saudi Arabia with this comprehensive dataset. Gain insights into the workforce in private, government, and educational sectors.

Private, Government, Total, Education, Employees, workers, Research and Development Saudi ArabiaFollow data.kapsarc.org for timely data to advance energy economics research..

The statistic shows the non-traditional means to support employee development in the Middle East region in 2016. During the survey, 31 percent of the respondents were learning with external certification programs, while 22 percent were using MOOCs.

The Foreign Service Act of 1980 mandated a comprehensive revision to the operation of the Department of State and the personnel assigned to the US Foreign Service. As the statutory authority, the Foreign Affairs Manual (FAM), details the Department of Sta

In the U.S. training industry, the expenditure per learner in small companies, midsize companies, and large companies fluctuated between 2015 and 2024. In 2024, small companies, with between 100 and *** employees, spent roughly ***** U.S. dollars per learner on training - a significant decrease compared to the previous year. Midsize companies, with between 1,000 and ***** employees, spent *** U.S. dollars per learner on training - a decrease from the previous year. Large companies, that is, companies with over 10,000 employees, spent *** U.S. dollars per learner on training - a decrease compared to the previous year and equivalent to less than a quarter of expenditure compared to 2022.

All HR Training instructor lead classes (in classroom and virtual) are included in this dataset. Employees evaluate the training on a 1 (Strongly Disagree) - 5 (Strongly Agree) scale related to how the training overall met their learning need. HR Training staff review the course evaluations completed post class for our instructor lead classes and take the average the Overall rating each the month for all of these classes. The metric is based on the percentage of 4-(Agree) and 5 -(Strongly Agree) affirmative responses by employees.

The research and development field employees in education represented 83 percent of total employees in the field in Saudi Arabia in 2021. Total number of research and development field employees in Saudi Arabia in 2021 was around 30 thousand employees.

This dataset comes from the Biennial City of Tempe Employee Survey questions related to employee engagement. Survey respondents are asked to rate their level of agreement on a scale of 5 to 1, where 5 means "Strongly Agree" and 1 means "Strongly Disagree".This dataset includes responses to the following statements:I have received fair consideration for advancement & promotion, when available, within City of TempeI have been mentored at workThe City's programs related to professional development & career mobility, such as educational partnerships, Tempe Professional Development Network, etc., are useful to meThe following adequately support my work-related needs: City Manager's OfficeThe following adequately support my work-related needs: Strategic Management & Diversity OfficeI believe my opinions seem to countConflict in my work area is resolved effectivelyI believe exceptional job performance is recognized appropriately by managers/supervisors in my work unitThe amount that I pay for health care benefits is reasonableI think the amount I am paid is adequate for the work I doCommunication between my work unit/pision & work units/pisions OUTSIDE my department is goodEmployees in my department take personal accountability for their actions and work performance (starting in 2018 survey)Participation in the survey is voluntary and confidential.This page provides data for the Employee Engagement performance measure. The performance measure dashboard is available at 2.13 Employee Engagement.Additional InformationSource: paper and digital survey submissionsContact: Aaron PetersonContact E-Mail: Aaron_Peterson@tempe.govData Source Type: ExcelPreparation Method: NAPublish Frequency: biennialPublish Method: ManualData Dictionary

Feature Articles on Manpower - Statistics on Employers' Views on the Training Needs of their Employees