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

The Job Corps Program Data Set is collected and maintained by the Job Corps Data Center on all Job Corps centers, program participants, services, outcomes, costs, and other administrative information. ETA's Office of Job Corps creates various reports in aggregate from this data set that are publicly available on the www.jobcorps.gov website.

Corporate training expenditure in the United States decreased by almost ************ U.S. dollars in 2024 when compared to the previous year. Following a dramatic increase of over ********** U.S. dollars from 2016 to 2017, total expenditure on workplace training in the United States dropped from ************ in 2017 to ************ U.S. dollars in 2020 before climbing to ************* in 2023. Training expenditureTraining expenditure includes the budget allocated by companies for training activities, spending on training-related technology, and the salaries paid to internal training staff. Aside from salaries, the money spent can either be on training activities provided internally, or on external training services. Some aspects of training are more often outsourced than others. For instance, LMS operations or hosting was most commonly outsourced in 2023. Wages constitute the largest share of internal training expenditure, followed by general expenses such as facility hire, travel and equipment. Workplace trainingWorkplace training is conducted to teach staff members the specific skills they need to perform their role, such as how to use required software or manage certain types of interpersonal interaction. This is to be distinguished from learning and development, which includes teaching broader skills not strictly necessary for an employee’s job. The specific and often knowledge-based subject matter of workplace training means that technological solutions are often viable. Knowledge-based training such as teaching a company’s compliance policy are often provided via an online platform. However, many employees believe traditional forms of face-to-face training are more effective than technology-driven solutions.

This statistic shows the share of organizations worldwide who use on-the-job training to a high extent in 2017, broken by type. During the survey, 43.6 percent of respondents used on-the-job coaching by peers.

The Iowa Industrial New Jobs Training (260E) program provides employers expanding Iowa’s workforce with new employee training. The 260E program is designed to increase worker productivity and company profitability, and is administered by Iowa's 15 community colleges and financed through bonds sold by the colleges. Depending on wages paid, the participating businesses divert 1.5% or 3% of the Iowa state withholding taxes generated by the new positions to the community college to retire the bonds. Businesses may also be eligible to receive reimbursement for their on-the-job training expenses, and/or corporate tax credits. This dataset lists 260E contracts open in or after 2012, Qtr 2, and includes information on: the administering community college, participating employer, location of employment, training expenses, and employment information. More on Iowa's 260E program.

This statistic demonstrates the share of customer service agents worldwide who received the training they needed to do their job as best as they can in 2018, by type. During the survey, 83 percent of high performing customer service agents indicated they received the training they needed to do their best work.

This map presents the full data available on the MLTSD GeoHub, and maps several of the key variables reflected by the Employment Services Program of ETD.Employment Services are a suite of services delivered to the public to help Ontarians find sustainable employment. The services are delivered by third-party service providers at service delivery sites (SDS) across Ontario on behalf of the Ministry of Labour, Training and Skills Development (MLTSD). The services are tailored to meet the individual needs of each client and can be provided one-on-one or in a group format. Employment Services fall into two broad categories: unassisted and assisted services.

Unassisted services include the following components:resources and information on all aspects of employment including detailed facts on the local labour marketresources on how to conduct a job search.assistance in registering for additional schoolinghelp with career planningreference to other Employment and government programs.

Unassisted services are available to all Ontarians without reference to eligibility criteria. These unassisted services can be delivered through structured orientation or information sessions (on or off site), e-learning sessions, or one-to-one sessions up to two days in duration. Employers can also use unassisted services to access information on post-employment opportunities and supports available for recruitment and workplace training.

The second category is assisted services, and it includes the following components:assistance with the job search (including individualized assistance in career goal setting, skills assessment, and interview preparation) job matching, placement and incentives (which match client skills and interested with employment opportunities, and include placement into employment, on-the-job training opportunities, and incentives to employers to hire ES clients), and job training/retention (which supports longer-term attachment to or advancement in the labour market or completion of training)For every assisted services client a service plan is maintained by the service provider, which gives details on the types of assisted services the client has accessed. To be eligible for assisted services, clients must be unemployed (defined as working less than twenty hours a week) and not participating in full-time education or training. Clients are also assessed on a number of suitability indicators covering economic, social and other barriers to employment, and service providers are to prioritize serving those clients with multiple suitability indicators.

About This Dataset

This dataset contains data on ES clients for each of the twenty-six Local Board (LB) areas in Ontario for the 2015/16 fiscal year, based on data provided to Local Boards and Local Employment Planning Councils (LEPC) in June 2016 (see below for details on Local Boards). This includes all assisted services clients whose service plan was closed in the 2015/16 fiscal year and all unassisted services clients who accessed unassisted services in the 2015/16 fiscal year. These clients have been distributed across Local Board areas based on the address of each client’s service delivery site, not the client’s home address. Note that clients who had multiple service plans close in the 2015/16 fiscal year (i.e. more than one distinct period during which the client was accessing assisted services) will be counted multiple times in this dataset (once for each closed service plan). Assisted services clients who also accessed unassisted services either before or after accessing assisted services would also be included in the count of unassisted clients (in addition to their assisted services data).

Demographic data on ES assisted services clients, including a client’s suitability indicators and barriers to employment, are collected by the service provider when a client registers for ES (i.e. at intake). Outcomes data on ES assisted services clients is collected through surveys at exit (i.e. when the client has completed accessing ES services and the client’s service plan is closed) and at three, six, and twelve months after exit. As demographic and outcomes data is only collected for assisted services clients, all fields in this dataset contain data only on assisted services clients except for the ‘Number of Clients – Unassisted R&I Clients’ field.

Note that ES is the gateway for other Employment Ontario programs and services; the majority of Second Career (SC) clients, some apprentices, and some Literacy and Basic Skills (LBS) clients have also accessed ES. It is standard procedure for SC, LBS and apprenticeship client and outcome data to be entered as ES data if the program is part of ES service plan. However, for this dataset, SC client and outcomes data has been separated from ES, which as a result lowers the client and outcome counts for ES.

About Local Boards

Local Boards are independent not-for-profit corporations sponsored by the Ministry of Labour, Training and Skills Development to improve the condition of the labour market in their specified region. These organizations are led by business and labour representatives, and include representation from constituencies including educators, trainers, women, Francophones, persons with disabilities, visible minorities, youth, Indigenous community members, and others. For the 2015/16 fiscal year there were twenty-six Local Boards, which collectively covered all of the province of Ontario.

The primary role of Local Boards is to help improve the conditions of their local labour market by:engaging communities in a locally-driven process to identify and respond to the key trends, opportunities and priorities that prevail in their local labour markets;facilitating a local planning process where community organizations and institutions agree to initiate and/or implement joint actions to address local labour market issues of common interest; creating opportunities for partnership development activities and projects that respond to more complex and/or pressing local labour market challenges; and organizing events and undertaking activities that promote the importance of education, training and skills upgrading to youth, parents, employers, employed and unemployed workers, and the public in general.

In December 2015, the government of Ontario launched an eighteen-month Local Employment Planning Council pilot program, which established LEPCs in eight regions in the province formerly covered by Local Boards. LEPCs expand on the activities of existing Local Boards, leveraging additional resources and a stronger, more integrated approach to local planning and workforce development to fund community-based projects that support innovative approaches to local labour market issues, provide more accurate and detailed labour market information, and develop detailed knowledge of local service delivery beyond Employment Ontario (EO).

Eight existing Local Boards were awarded LEPC contracts that were effective as of January 1st, 2016. As such, from January 1st, 2016 to March 31st, 2016, these eight Local Boards were simultaneously Local Employment Planning Councils. The eight Local Boards awarded contracts were:Durham Workforce Authority Peel-Halton Workforce Development GroupWorkforce Development Board - Peterborough, Kawartha Lakes, Northumberland, HaliburtonOttawa Integrated Local Labour Market PlanningFar Northeast Training BoardNorth Superior Workforce Planning Board Elgin Middlesex Oxford Workforce Planning & Development BoardWorkforce Windsor-Essex

MLTSD has provided Local Boards and LEPCs with demographic and outcome data for clients of Employment Ontario (EO) programs delivered by service providers across the province on an annual basis since June 2013. This was done to assist Local Boards in understanding local labour market conditions. These datasets may be used to facilitate and inform evidence-based discussions about local service issues – gaps, overlaps and under-served populations - with EO service providers and other organizations as appropriate to the local context.

Data on the following EO programs for the 2015/16 fiscal year was made available to Local Boards and LEPCs in June 2016:Employment Services (ES)Literacy and Basic Skills (LBS) Second Career (SC) Apprenticeship

This dataset contains the 2015/16 ES data that was sent to Local Boards and LEPCs. Datasets covering past fiscal years will be released in the future.

Notes and Definitions

NAICS – The North American Industry Classification System (NAICS) is an industry classification system developed by the statistical agencies of Canada, the United States, and Mexico against the backdrop of the North American Free Trade Agreement. It is a comprehensive system that encompasses all economic activities in a hierarchical structure. At the highest level, it divides economic activity into twenty sectors, each of which has a unique two-digit identifier. These sectors are further divided into subsectors (three-digit codes), industry groups (four-digit codes), and industries (five-digit codes). This dataset uses two-digit NAICS codes from the 2007 edition to identify the sector of the economy an Employment Services client is employed in prior to and after participation in ES.

NOC – The National Organizational Classification (NOC) is an occupational classification system developed by Statistics Canada and Human Resources and Skills Development Canada to provide a standard lexicon to describe and group occupations in Canada primarily on the basis of the work being performed in the occupation. It is a comprehensive system that encompasses all occupations in Canada in a hierarchical structure. At the highest level are ten broad occupational categories, each of which has a unique one-digit identifier. These broad occupational categories are further divided into forty major groups (two-digit codes), 140 minor groups

The 'Learning and Training at Work' surveys, which commenced in 1999, are an annual series of employer surveys that investigate the provision of learning and training at work. The surveys also investigate awareness of, and involvement with, a number of existing and new training and development initiatives. Learning and training information had previously been collected, along with information on recruitment difficulties, skill shortages and skill gaps, in the annual 'Skill Needs in Britain' (SNIB) surveys, which were carried out between 1990 and 1998 (these surveys are not currently held at UKDA).
The objectives of the 'Learning and Training at Work' survey series are to collect information about:
key indicators of employers' commitment to training, such as the Investors in People award;
the volume, type and pattern of off-the-job training provided;
learning opportunities offered;
awareness of, and involvement with, a number of initiatives relevant to training;
the costs associated with the provision of training.
The information collected will be used to inform policy decision making.

We analyse job-training effects on Korean women for the period January 1999 to March 2000, using a large data set of size about 52,000. We employ a number of estimation techniques: Weibull MLE and accelerated failure time approach, which are both parametric; Cox partial likelihood estimator, which is semiparametric; and two pair-matching estimators, which are in essence nonparametric. All of these methods gave the common conclusion that job training for Korean women increased their unemployment duration. The trainings were not cost-effective in the sense that they took too much time locking in the trainees during the training span, compared with the time they took to place the trainees afterwards. Despite this negative finding, some sub-groups had positive effects: white-collar workers trained for finance/insurance or information/communication.

Workforce Individual Performance Record Data: The Workforce Individual Performance Record Data is data ETA collects from grantees on a quarterly basis via form ETA-9172 (DOL Participant Individual Record Layout (PIRL)). This dataset includes information on the WIOA Title I Adult, Dislocated Worker, Youth, WIOA Title III Wagner-Peyser Employment Service, Trade Adjustment Assistance, National Dislocated Worker Grants, National Farmworker Jobs Program (Career Services and Training), National Farmworker Jobs Program (Housing), Indian and Native American Program (Adult), Indian and Native American Program (Youth), Reentry Employment Opportunities (REO) (Adult), Reentry Employment Opportunities (REO) (Youth), YouthBuild, H-1B, Job Corps, Senior Community Service Employment Program (SCSEP), Registered Apprenticeship Grants Program, and the Veteran’s Employment Service’s Jobs for Veterans State Grant programs for performance accountability purposes. The participant individual record data include data on the individual's characteristics, types of services received, and outcomes attained as a result of participating in the program for each of these programs. The individual records from programs with state grantees include Wage Data provided by state UI Offices and through the SWIS Agreement. For some of these programs, data is available in aggregate and modified public use files on ETA’s website (https://www.dol.gov/agencies/eta/performance/results/national).

The O*NET Database contains hundreds of standardized and occupation-specific descriptors on almost 1,000 occupations covering the entire U.S. economy. The database, which is available to the public at no cost, is continually updated by a multi-method data collection program. Sources of data include: job incumbents, occupational experts, occupational analysts, employer job postings, and customer/professional association input.

Data content areas include:

• Worker Characteristics (e.g., Abilities, Interests, Work Styles)
• Worker Requirements (e.g., Education, Knowledge, Skills)
• Experience Requirements (e.g., On-the-Job Training, Work Experience)
• Occupational Requirements (e.g., Detailed Work Activities, Work Context)
• Occupation-Specific Information (e.g., Job Titles, Tasks, Technology Skills)

Historical Dataset of Community Access Job Training is provided by PublicSchoolReview and contain statistics on metrics:Total Students Trends Over Years (1998-2023),Total Classroom Teachers Trends Over Years (1998-2023),Distribution of Students By Grade Trends,Student-Teacher Ratio Comparison Over Years (1998-2023),Asian Student Percentage Comparison Over Years (2001-2022),Hispanic Student Percentage Comparison Over Years (2000-2023),Black Student Percentage Comparison Over Years (1998-2023),White Student Percentage Comparison Over Years (1998-2023),Diversity Score Comparison Over Years (1997-2023),Free Lunch Eligibility Comparison Over Years (1997-2023),Reduced-Price Lunch Eligibility Comparison Over Years (2001-2014),Reading and Language Arts Proficiency Comparison Over Years (2011-2022),Math Proficiency Comparison Over Years (2011-2022),Science Proficiency Comparison Over Years (2021-2022),Overall School Rank Trends Over Years (2011-2022),Graduation Rate Comparison Over Years (2012-2022)

Employment statistics on the Job Training & Career Counseling industry in United States

Distribution by level of job training of the number of active Infrabel employees. The "educational level of the job" shows what training is theoretically required to perform the job. This does not necessarily correspond to the employee's educational level.For example, through internal selection tests, an employee with a secondary school diploma can hold a position at bachelor level.Disclaimer : The statistics in this dataset are presented on a monthly basis, but are updated every morning after internal recalculations. It is therefore possible that the figures may vary slightly, both for the current period - if given - and for previous periods.

The H-1B skills training grant programs are competitive grants that focus on specific interventions, populations, partnerships, or structures in job training. The H-1B grants Quarterly Performance Report (QPR) dataset contains aggregate data on the number of participants, services provided, and performance outcomes. There is no individual data in the dataset, only summary level quarterly data by grantee.

This statistic depicts the share of employees worldwide who believe learning improves their job performance in 2018, broken down by learning method. During the survey, 61 percent of respondents either agreed or strongly agreed that the last classroom training they attended improved how they perform their job.

Ministry of Labor, Employment and Vocational Training Agency's In-house Pre-employment Training Class Data (year, training unit, training location, class name, training job category, start and end training dates, training eligibility, training hours, employment rate)

According to a survey among ASEAN youths, 18.1 percent of respondents who acquired their workplace skills through an on-the-job training stated that they worked for a big local company. In the same survey, ASEAN youths assessed that their skills will need to be constantly updated for the job market.

The Ministry of Labor's Bureau of Labor has organized pre-employment training classes, which include information such as the year, training unit, training location, class name, training job category, start and end dates, eligibility for training, training hours, and employment rate from 2012 to 2016.