Asap conference cegos pan asia pacific research 2.10.12


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The presentation deck accompanying the reports from ASAP 2012, November 2012.

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Asap conference cegos pan asia pacific research 2.10.12

  1. 1. Major Learning Trends & Indicators for 2013 across the Asia Pacific Jeremy Blain, Managing Director Cegos Asia Pacific 1
  2. 2. Cegos Group - Refreshing Learning and Development Catalogue of “Must-have” Professional Development solutions Specialised in the Development and Growth of Managers and their Teams Financially stable, private company $240 Million USD in 2011 With continuing double digit growth in China $25M+ USD Commitment to R&D investmentover past 4 years Interpreting future learning trends, strategies and tactics, while developing appropriate content and tools to engage and excite learners
  3. 3. Our journey this afternoon• A macro view into the market• The state of training and development across Asia Pacific• Country by Country comparisons• Some challenging conclusions 3
  4. 4. The unstoppable World forces Eurozone Globalisation Debt and shrinkage Technology economic advances uncertainty The shift of economic Emerging X-Border / Geopolitical power to the economies Multicultural tensions East TeamsTraditionalists Baby Boomers Generation X Generation Y / I-generation / Millenials pluralists
  5. 5. Asia At A Crossroads• Global economic power shift eastwards• Mega-economies and Emerging economies• Changing workforces/different generations working side by side.• Cultural shifts• Talent shift• A new generation taking more control of their own learning, growth and destiny• Faster-track technology adoption. 5
  6. 6. The human continues to be the heart ofchange and the increasing integrationof new technologies The rise of new technologies
  7. 7. Survey conclusions aroundAPAC learning challenges• Strong economic growth but challenges remain: – Lack of skilled graduates / Growing Talent crunch. – Leadership pipeline – War with Talent in some countries? – Learning leader economies being challenged -reduced agility and flexibility – Unleashing the vast learning potential of China. – Harness the hunger of a new generation 7
  8. 8. There is a growing need to invest in human capital within the Asia Pacific economy. This survey shows us what has been achieved to date and what we still have to do. 8
  9. 9. The Cegos Asia Pacific Survey• 2,639 respondents, 1,350 organizations, 9 countries. In partnership with STADA.• First comprehensive pan-Asian study for over 10 years.• 54% - 34 years of age or younger. 9
  10. 10. Survey Headlines• A strong commitment to training throughout Asia Pacific (higher than Europe).• A vocal but increasingly frustrated learner population. Evidence of lack of dialogue between learners and HR / Learning professionals.• Mobile learning leap frogging more traditional distance learning methods• Emerging economies impress with their commitment to training and development 10
  11. 11. Country headlines• China: A learning powerhouse starting to show its potential. An embracing of technology and management skills.• Japan/South Korea: Mature markets, technology integration, internalized – a sign of the China journey to come?• Australia: A well developed market with innovation seeming to come from Institutions rather than corporate training specialists• Hong Kong: A sophisticated marketplace but growing gap between haves and have-nots? 11
  12. 12. Country headlines• Singapore: Motivated learners, but increasingly not getting what they need - apparent lack of close connection with HR / Learning leaders• Indonesia: Leading the way for emerging markets. One to watch as a new learning economy• India: A highly motivated but increasingly disenchanted learner population.• Malaysia: A strong training culture largely government funded, but evidence HR/Learning is not keeping up with demand for incremental training 12
  13. 13. What Our Survey Asked…• The commitment to training.• The motivations for training.• The initiators of training.• The different forms of training.• The financiers of training.• The delivery mechanisms for training.• The satisfaction levels towards training.• The information providers on training.• The HR/L&D role in training. 13
  14. 14. Training Commitment and Motivations 14
  15. 15. A Strong Training Commitment Almost 9 out of 10 on average 15
  16. 16. Skills – The Leading Motivation 44% strong motivation around personal development in role – know how 16
  17. 17. India – one of the highestmotivations, coupled with highestlevel of disconnect 17
  18. 18. Who is Initiating Training AndWhat Type of Training is Most Popular? 18
  19. 19. Learners Are Initiating Training Conclusions? • Strong motivations among learners • Generational trend • Link between what is provided and what is appropriate 19
  20. 20. An increasingly vocal Learnerpopulation – Gap betweenEmployer and Self Initiated… 20
  21. 21. Technical / Management SkillsLead the Way 44% of focus is on personal growth “soft skills” Ahead of Europe in Management Skills and Business Skills focus 21
  22. 22. India ahead in Technical Skillsbut behind on personal growth; • China ahead of everyone in Management skills and business skills focus 22
  23. 23. Who Pays for Training andWhere Does it Take Place? 23
  24. 24. Employers Pay for Bulk of Training 24
  25. 25. Who Pays? Employers in China,Govt in Australia, Learners in India 25
  26. 26. Where? Australia - The OfficeIndia/Indonesia - In Their Own Time 26
  27. 27. What Are The Most Popular Forms of Training? 27
  28. 28. The Classroom Leads the Way butonline learning is morewidespread than Europe Other points of note • The Human touch is as important as ever • Coaching on the job and group mentoring used widely • Blended learning uptake increasing • The mix of options is the importance….. 28
  29. 29. Singapore and China loweruptake of online learning andblended learning 29
  30. 30. More country commentary• China: Less developed in some areas, particularly coaching and blended learning, but huge potential for growth and evident commitment• Singapore: Low blended and online uptake, coupled with low on the job coaching and group mentoring. Behind HK as a comparative economy• India: Full adoption of classroom training and close to full adoption of online learning…but is this driven mainly by a disenchanted Learner population driving high degrees of informal learning?• Japan/South Korea: Mature markets – what will happen next? 30
  31. 31. What learning tools are in evidence? 31
  32. 32. The Rise of Tablets 43% actively using mobile learning….but how much is aligned, measured and internally recognised? May indicate a rising trend toward informal learning 32
  33. 33. Singapore and China lowest in termsof mobile learning adoption 33
  34. 34. And yet…..the highestpenetration of mobile devices inSingapore and China! 34
  35. 35. Where Do Learners Go For Their Information? 35
  36. 36. Managers – The GreatestInformation Source. What About HR? 36
  37. 37. Less engagement with HR / L&D in HongKong, Singapore & India. Governmentbigger role in Malaysia and Singapore 37
  38. 38. What Are the Levels of Satisfaction and What Is the Role of HR? 38
  39. 39. Trainer Satisfaction –Chinese Learners Most Satisfied;Indonesia Learners Least – India….. • Evidence of informal learning • High degree of satisfaction of one to coaching / mentoring as number one Face to Face delivery mechanism 39
  40. 40. Is HR / L&D engaging thepotential? A LukewarmResponse • Tell versus ask? • Lack of evaluation and feedback? 40
  41. 41. So What Do These ResultsMean For Us?• The Asian training landscape is changing like never before -A huge industry shift.• A motivated new generation of hungry learners…waiting to be engaged internally, involved, and receive the “personalised learning touch”. -Appears to be a cross generational mismatch in evidence• It’s never been more important for HR/L&D to step up to the challenge, or risk a widening gap between the them and the Learner community.• Human touch is as important as ever but technology led formal 41 and informal learning is relevant and in demand
  42. 42. The Singapore Enigma• Singapore today remains one of the world’s most successful economies, the World Economic Forum ranking Singapore as Asia’s most competitive economy and second globally behind Switzerland.• Furthermore, the Singapore Workforce Development Agency (WDA) is responsible for funding a number of training programmes. The infrastructure is in place.• Many findings from this survey point to the danger of not meeting expectations of the Singapore learning community from the angle of “promise making” in training and development terms and the actual delivery of that promise 42
  43. 43. An issue or an opportunity forSingapore to L&D / HRprofessionals to deal with?• Funding initiatives provided in terms of skills deployment are not being fully explored -a wider organisational lack of alignment towards skills development -true of Small / Medium enterprise in Singapore especially. -As a result Learners are taking the initiative themselves, but this is informal, unmeasured and externalised.• Blended learning or online training low penetration -According to Carsten Rosenkranz, director of business development at e-learning service provider Knowledge Platform, “only about 20% of the 500-plus companies registered on the Singapore Stock Exchange are using e-learning in an “effective or advanced way”.• A growing evidence of the need to focus on training and 43 development delivery and approach in Singapore.
  44. 44. THANK YOUFor more information & a survey copy:Email : : + 65 9069 3291Facebook: : @learntheplanetLinkedIn : 44