Introduction

Workplace Training and Development Statistics: Workplace training and development have become critical drivers of organizational success, with businesses investing heavily in employee growth. In 2023, U.S. companies spent over $90 billion on training programs, reflecting a strong commitment to skill enhancement.

Nearly 70% of employees report that learning and development opportunities are a key factor in staying with their current employer. Furthermore, companies with robust training programs see a 24% higher profit margin. As the demand for new skills accelerates, data shows that 61% of employees believe continuous training is essential to keeping pace with industry changes, underscoring the need for ongoing investment in workplace development.

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.

The market size of the workplace training industry increased steadily between 2009 and 2019 in North America, reaching an estimated value of *** billion U.S. dollars. In 2020, due to the consequences of the coronavirus (COVID-19) outbreak, corporations' spending on training and development initiatives decreased slightly, reaching a value of *** billion U.S. dollars. Workplace training industry worldwide Workplace training aims at teaching staff members specific skills needed to perform tasks and it can focus on developing either hard or soft skills. The size of the global workplace training industry has been increasing in recent years, except for 2020. The United States is the country with the largest workplace training industry worldwide, accounting for approximately ** percent of the total. Budget and time allocated for training As economies, markets, and technologies develop fast, workers need training in order to keep up with new developments, findings, and trends. Most companies invest a lot of resources for reskilling or upskilling their employees. However, time and money allocated for training varies according to the company size and the industry in which they operate.

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

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.

By conducting a statistics of the number of service users for each season, provide data on vocational training services in the Kaohsiung and Linquan districts (human resources training courses, venue rental, recreational activities).

According to employees surveyed on a global scale, the learning technology most commonly believed to be effective was on-the-job experience, with 90 percent of respondents believing learning via this method to be effective in 2019.

Differences in the number and proportion of persons with disabilities who participated in workplace training, by province and territories (grouped), age group and gender, Canada.

Training in the workplace for adults with disabilities, by age group, occasional.

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)

The NTEWS is a nationally representative survey of individuals ages 16 through 75 and has a special focus on the skilled technical workforce. This survey collects information on the following topics: employment characteristics, credential types (vocational certificates, occupational licenses, and industry-recognized certifications), work experience programs, education enrollment and attainment, and demographic characteristics. Data from this survey provide information on the prevalence of work-related credentials and the relationship between these credentials and employment outcomes.

Provide statistical data on the number of employees in the Nanzih Park participating in employment and activities.

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.

Behaviorally designed training leads to more diverse hiring

Overview

The program (Stata do-files) for “Behaviorally designed training leads to diversity hiring” by Arslan, Chang, Chilazi, Bohnet, and Hauser, published in Science (2025).

The program files run all the code to import raw data files (xlsx, csv), clean and generate the data (in dta format), prepare the data for the analysis, run the regression analyses, export output, and thus generate tables presented in the paper. The replicator should expect the code to run for up to 15 minutes.

Data Availability and Sharing

The organizational data used in this manuscript is of a proprietary nature. We, the authors of the manuscript, have legitimate access to and permission to use the data, but we are unable to make the data publicly available due to a strict data use agreement with our field partner (global telecommunications and engineering company).

Interested researchers are encouraged to contact MoreThanNow to have...

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.

Skilled Managers – Productive Workplaces (SMPW) was an ESRC-funded study, awarded under the Transforming Productivity, Management Practices and Employee Engagement call. SMPW focuses on the evaluation of impacts from an online training intervention that provides managers with the skills they need to handle complex and difficult workplace issues; exploring how the training intervention changes managers’ practice, the quality of their relationships with staff, and evaluating whether this translates into improved performance.

The project engages with a variety of UK-based organisations expressing interest in the research, to implement a randomised controlled trial (RCT) that randomly allocates all managers in distinct workplace units to receive an online training ‘treatment’ and other units to a ‘business as usual’ control.

Statistics for Scotland from the UK-wide HE-BCI survey

Source agency: Scottish Government

Designation: Official Statistics not designated as National Statistics

Language: English

Alternative title: Higher Education - Business and Community Interaction Survey