Workplace learning and development spending per employee has seen fluctuations over the years, with a notable decrease in 2022. Despite this recent dip, the overall trend shows a commitment to employee growth, with spending reaching ***** U.S. dollars per worker in 2023. This investment in human capital reflects the growing importance of continuous learning in today's rapidly evolving work environment. Adapting to new technologies As companies navigate the integration of artificial intelligence into their operations, learning and development strategies are evolving. In 2023, U.S. companies planned to invest in online courses as a primary method for AI training, while also valuing face-to-face training and live events. This balanced approach to learning reflects the complex nature of new technologies and the need for diverse training methods. Interestingly, by 2024, AI had become a significant tool in human resources, with ** percent of HR professionals reporting its use in recruiting, interviewing, and hiring processes. (1413448, 1500122) Measuring impact and optimizing resources Organizations are increasingly focused on measuring the impact of their learning and development initiatives. In 2023, L&D professionals identified performance reviews as the most useful method for assessing the impact on overall business performance, followed by employee productivity metrics. This emphasis on measurable outcomes aligns with the need to optimize training expenditures, especially in light of fluctuations in corporate training budgets. For instance, U.S. corporate training expenditure decreased by almost **** billion U.S. dollars in 2024 compared to the previous year, highlighting the importance of efficient and effective learning strategies. (1472187, 788521)

Employees receiving job-related training, by sex, UK, published quarterly, non-seasonally adjusted. Labour Force Survey. These are official statistics in development.

In 2025, companies spent roughly ** hours on training per employee. Hours of training per employee has been fluctuating in the past nine years, reaching as high as ** hours of training per employee in 2021. The training industry in the United States Workplace training is the process of educating staff in the specific skills they need to perform the tasks required for their role. This can be developed and provided by in-house staff or by third-party training providers. Companies generally prefer to retain a high level of in-house control, though, with fully outsourced solutions for most training services being rare and unlikely to increase in the future. This means the majority of expenditure within the industry is directed to the payment of wages for in-house staff. Training methods and expenditure The recent decrease in training hours provided by smaller companies still allowed for increased expenditure per employee. Moreover, spending per employee decreases as company size increases. This trend likely reflects the greater capacity that larger companies have to invest in large scale and/or technological training solutions able to serve many employees simultaneously. For example, technological solutions such as online learning tools, once implemented, can provide training for a small or large number of employees at a similar overall cost. This hypothesis seems to be reflected in how large organizations make more use of virtual classrooms and less use of instructor-led classrooms as the sole method of training than small and midsize organizations.

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.

Records about planning, assessing, managing, and evaluating an agency’s training program:rn- plans, reports and program evaluations rn- organizational and occupational needs assessmentsrn- employee skills assessmentsrn- employee training statistics rn- notices about training opportunities, schedules, or courses rn- mandatory training tracking and reporting filesrn- logistics and coordination documentsrn- Authorization, Agreement and Certification of Training (SF-182) and similar recordsrn- registration forms, employee attendance recordsrn- syllabi, presentations, instructor guides, handbooks, and lesson plansrn- reference and working files on course content rn- other course materials, such as presentations and videos rn- student, class, or instructor evaluations

In 2022, the biggest reason for employee training not reaching its desired outcome was ************************************************************************. This meant that new employees had to find a balance between their work schedule and training, with this often proving to be a challenge.

The total investment through all training, off-the-job training and on-the-job training, as well as investment in training per employee and trainee between 2011 and 2022. Original figures and figures adjusted for 2022 inflation are included. Indicators can be broken down by UK nation, region, sector and establishment size.

Intentions behind spending on employee training over the next 12 months, by North American Industry Classification System (NAICS), business employment size, type of business, business activity and majority ownership, second quarter of 2021.

Survey of advanced technology, employee training related to the adoption of advanced technologies, by the North American Industry Classification System (NAICS) and the enterprise size for Canada and certain provinces, between 2020 and 2022.

employee training program

In 2023, the top social media platform companies used for training employees in the United States was *******. Second in the list was Facebook, with ** percent of respondents who gave this as their answer. ** percent of respondents stated they used TikTok as a social media platform for employee training.

The 10,000 Worlds Employee Dataset is a comprehensive dataset designed for analyzing workforce trends, employee performance, and organizational dynamics within a large-scale company setting. This dataset contains information on 10,000 employees, spanning various departments, roles, and experience levels. It is ideal for research in human resource analytics, machine learning applications in employee retention, performance prediction, and diversity analysis.

Key Features of the Dataset: Employee Demographics:

Age, gender, ethnicity Education level, degree specialization Years of experience Employment Details:

Department (e.g., HR, Engineering, Marketing) Job title and seniority level Employment type (full-time, part-time, contract) Performance & Productivity Metrics:

Annual performance ratings Work hours, overtime details Training programs attended Compensation & Benefits:

Salary, bonuses, stock options Benefits (healthcare, pension plans, remote work options) Employee Engagement & Retention:

Job satisfaction scores Attrition and turnover rates Promotion history and career growth Workplace Environment Factors:

Team collaboration metrics Employee feedback and survey results Work-life balance indicators Use Cases: HR Analytics: Identifying patterns in employee satisfaction, retention, and performance. Predictive Modeling: Forecasting attrition risks and promotion likelihoods. Diversity & Inclusion Analysis: Understanding representation across departments. Compensation Benchmarking: Comparing salaries and benefits within and across industries. This dataset is highly valuable for data scientists, HR professionals, and business analysts looking to gain insights into workforce dynamics and improve organizational strategies.

Would you like any additional details or a sample schema for the dataset?

A synthesized dataset of statistics and findings on employee and labor productivity covering 2024–2025, including macro productivity growth, sectoral differences, unit labor costs, real compensation, engagement and burnout links, effects of remote/hybrid work, and the impact of AI, training, and organizational practices on output per hour/worker.

Covers total investment through training, as well as investment in training per employee and trainee. Original figures and figures adjusted for 2024 inflation. Indicators can be broken down by country, region, sector and site size.

The dataset presents training statistics for employees in 1445H, including the training provider, program type, time period, number of male and female participants, and total number of programs conducted.

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US Corporate Training Market Size 2025-2029

The corporate training market size in US is forecast to increase by USD 18.46 billion at a CAGR of 9.1% between 2024 and 2029.

The US Corporate Training Market is experiencing significant growth, driven by the emergence of cost-effective e-learning training modules and the integration of advanced technologies such as IoT and wearable devices. Training strategies are increasingly focused on personalized, on-demand learning content that aligns with employees' professional development objectives. Additionally, the integration of Internet of Things (IoT) and wearable devices in corporate training programs is transforming the way employees learn and acquire new skills. Training solutions that integrate learning technologies and effective training strategies can help organizations bridge the skills gap and drive long-term success. Training measurement and administration tools help organizations assess training effectiveness and value.


As the market continues to evolve, it is essential for organizations to stay informed about the latest developments and adapt their training strategies accordingly. Training evaluation, data analytics, and machine learning techniques are used to assess training effectiveness and improve content delivery. Furthermore, Massive Open Online Courses (MOOCs) have gained prominence in corporate learning, offering affordable and convenient access to high-quality education for a global workforce. These trends reflect the evolving needs of businesses seeking to enhance employee performance and productivity while reducing training costs.

What will be the Size of the market During the Forecast Period?

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The corporate training market is experiencing significant shifts as businesses prioritize digital training solutions to meet their evolving learning needs. Training platforms and learning technologies are transforming the way organizations deliver and measure the impact of their training programs. Training objectives and content curation are essential components of effective training solutions. Digital training delivery, such as online courses and webinars, enables flexible scheduling and reduces training costs. The corporate training Market is experiencing significant growth, driven by the emergence of cost-effective e-learning training modules that cater to the increasing demand for flexible and accessible learning solutions.


Skills gap analysis plays a crucial role in determining training needs and ensuring that employees acquire the necessary skills to stay competitive in their industries. Learning platforms and training technologies facilitate content creation, administration, and access to a wide range of training solutions. Training benefits extend beyond employee development, as companies invest in professional development to improve overall performance, increase employee engagement, and enhance their competitive edge. As the digital workplace continues to evolve, the demand for soft skills training, data analytics, and virtual assistant technologies is also on the rise.

How is this market segmented and which is the largest segment?

The market research report provides comprehensive data (region-wise segment analysis), with forecasts and estimates in 'USD million' for the period 2025-2029, as well as historical data from 2019-2023 for the following segments.

Product

  Technical courses
  Non-technical courses


Method

  Blended learning
  Offline learning
  Online learning


End-user

  Manufacturing
  Healthcare
  BFSI
  IT
  Others


Geography

  North America

    US

By Product Insights

The technical courses segment is estimated to witness significant growth during the forecast period. In the dynamic US corporate training market, companies invest in various forms of employee education to enhance skills and knowledge essential for their industries. Technical courses are a significant component, focusing on subjects such as plant management, process control, product technology, sales training, and programming languages. These courses are delivered through blended, offline, and online formats to cater to diverse technical needs. Operations, maintenance, and equipment training for new recruits form a crucial part of this sector. Comprehensive operational training covers process control, technology, product technology, and practical applications. Compliance training, risk management, and safe work practices are also vital components, ensuring adherence to regulations and promoting a safe work environment.

Many corporations prefer partnering with training providers for certifications upon course completion, which adds value to the employees' profiles. Training resources include e-learning platforms, instructional design, and personalized learning modules, while performance management systems facilitate employee engagem

In 2024, midsize companies spent the largest amount of time on training per employee, totaling roughly 53 hours. Larger companies in the United States increased their investment in staff training between 2017 and 2020, however these investments in training time have been decreasing since then. The training industry in the United States Workplace training is the process of educating staff in the specific skills they need to perform the tasks required for their role. This can be developed and provided by in-house staff or by third-party training providers. Companies generally prefer to retain a high level of in-house control though, with fully outsourced solutions for most training services being rare and unlikely to increase in the future. This means the majority of expenditure within the industry is directed to the payment of wages for in-house staff. Training methods and expenditure The recent decrease in training hours provided by smaller companies still allowed for increased expenditure per employee. Moreover, spending per employee decreases in line with company size. This trend likely reflects the greater capacity that larger companies have to invest in large scale and/or technological training solutions able to serve a large number of employees simultaneously. For example, technological solutions such as online learning tools, once implemented, can provide training for a small or large number of employees at a similar overall cost. This hypothesis seems to be reflected in how large organizations make more use of virtual classrooms and less use of instructor-led classrooms as the sole method of training than small and midsize organizations.

Data: "Focus Group Guide (Employees)", "Focus Group Guide (Leaders)", and Data Summary.

Task 1.3: Employee Learning and Development Training Programs and Current Practices

Task 1.4: Literature Review

Task 2.1: Measures, Data Collection Tools, and Protocols

Task 2.2: Test and Validate Measures – Pilot

Task 3.1: Data Coding, Cleaning, and Validation Procedures

Task 3.2: Data Analysis

Final Report: Measuring and Improving the Effectiveness of ADOT’s Employee Learning and Development Program

Compendium of Research: Measuring and Improving the Effectiveness of ADOT’s Employee Learning and Development Program

Training and Employee Development

Human Resources Analytics includes quantitatively measuring employee metrics. These metrics are directly related to productivity, as Human Capital contributes to an organization's operations. This dataset can provide a practice opportunity for students learning analytics. This dataset is fictional and not a real dataset. Thus, it might need to be cleaned up on the following elements: Hiring date and last day of employment: Make sure that the hiring date is not later than the last day of employment Training courses and Department: Training courses are relevant to the department, although many organizations now are cross-training employees. Education and Salary: PhDs must show higher pay. Perhaps adding experience on the field as well to demonstrate how salary rate is determined.