This survey from CEGOS provides a fascinating insight into trends in workplace learning and development across UK, France, Italy, Spain and Germany.

1. CEGOS EUROPEAN SURVEY 2011An analysis of L&D practices in Europe: What’s happening in the marketplace today and what do learners want in the future? Document: © Cegos, 2011

2. Survey objectives and sample The Cegos Observatory carried out a major European survey during January/February 2011 to examine current and future training practices and delivery methods. 2,542 employees were surveyed in UK, France, Italy, Spain, Germany (around 500 people per country). Respondent Characteristics Age category Professional category 48% 26% 25% 17% 17% 14% Employed Worker 20% 17% 15% More than 55 Intermediary Profession less than 25 25-34 years 35-44 years 45-54 years White Collar engineer Supervisor

3. Survey highlights The use of emerging learning tools are growing in popularity but are complementing rather than replacing traditional methods. The human touch is more important than ever – classroom learning is still by far the most popular with coaching also on the rise. Survey shows strong learner commitment towards training and its effectiveness. Areas of concern include growing gap between the trained and untrained and the decline in management and leadership training.

4. Today’s training practices (trained employees)

5. Amount of training the average trained employee received last year Shows impact of budgets, legislation and preferred training methods 13h 10h 9h 7h 6h Question asked only of employees trained

6. Domain focus for training courses in Europe 2010 figures in brackets Question asked only of employees trained

7. Domain focus for training courses in Europe Top 3 training areas by country: Job related technical skills Company products & services Professional efficiency, communication, languages Job related technical skills Professional efficiency, communication, languages Company products & services Professional efficiency, communication, languages Job related technical skills HR, leadership, project management Job related technical skills Professional efficiency, communication, languages Management, finances, purchasing, logistics, QSE Job related technical skills Professional efficiency, communication, languages

8. How are employees using their training? 95% 90% 86% 92% 91% 87% 84% 87% 98% 89% 92% 84% 97% 94% 91% 92% 96% 90% 89% 74% I acquired new useful knowledge for my work in the company 95% I acquired new professional practices which I could apply to my job 90% I had the opportunity to implement what I had newly acquired from this training 89% The acquisition of this training is going to contribute to my professional development 83% Yes, totally agree Yes, sort of agree Question asked only of employees trained

9. Employees are very committed to training – they are willing to undertake it outside working hours and even part fund it Train outside working hours Finance a chosen training Beneficiary Beneficiary Non-Beneficiary Non-Beneficiary Average : 79% Average : 63% Average : 61% Average : 31%

10. 21% of employees in Europe still do not receive any training. 21% of employees in Europe have not received any training 24% of untrained employees do not know why they have not had training in the last 3 years 89% of untrained employees have not asked for training in the last 3 years

11. The most popular sources of information trained employees use to find out about professional training Manager Colleagues Corporate intranet 55% 3 47% 42% TOP 36%: HR Director/Training Manager 18%: Staff representatives Question asked only of employees trained

12. Sources of information about training... Top 3 sources of information about training by country: Manager Colleagues Corporate intranet Manager Colleagues HR Director/Training Manager Manager Colleagues Corporate intranet Manager Colleagues Corporate intranet Manager Colleagues Corporate intranet

13. How are managers involved in the different stages of the training journey of their employees? Country breakdown for “very involved” managers In the choice of training actions 34% 35% 31% 31% 25% 31% 45% 18% 6% Post-training assessment 32% 31% 26% 25% 21% 27% 43% 22% 8% Supporting the implementation of training in the workplace 29% 43% 20% 8% 36% 34% 27% 28% 19% 0% 20% 40% 60% 80% 100% Very involved Quite involved Only a little involved Not at all involved Très impliqué Assez impliqué Peu impliqué Pas du tout impliqué Question asked only of employees trained

14. How do employees want training evaluation practices to change? Evaluation of what you have been able to apply Evaluation of knowledge gained from the training Evaluation of your degree of satisfaction at the end of training More often No change Less often Question asked only of employees trained

15. Learning provision and delivery methods

16. Modes of learning used by employees in Europe 2010 figures in brackets Mixed/blended training including face-to-face and long distance learning 37% (31%) 43% (35%) Coaching/mentoring On line long distance training (e-Learning, video training, virtual) 44% (42%) 91% (92%) Classroom training Question asked only of employees trained

17. Modes of learning used by employees in Europe 47% 49% 51% 94% Mixed/blended 46% 48% Coaching/mentoring 53% 94% E-learning 33% 35% 54% Classroom 82% 36% 57% 36% 92% 23% 28% 24% 96% 60% 40% 30% 20% 10% 0% 50% 100% 90% 80% 70% Question asked only of employees trained

18. For on the job training managers are the last person employees turn to 14% : manager 18% : alone 20% : a colleague 48% : a tutor or a coach

19. How are the different tools being used meeting employees’ expectations? Young people like face-to-face training more than their older counterparts E-learning use decreases with age Blended learning is equally well received among all learners regardless of age Everybody likes coaching Blue collar workers have a lower expectation of e-learning than white collar workers

20. Modes of distance learning European employees are using 46% e-learning modules 33% Video training 24% Serious games 21% Mobile learning Young and white collar workers have the most access to these methods. It is the medium sized European organisations driving the use of these tools Question asked only of employees trained

21. What were your long distance training schemes made up of? Mobile long distance (Smartphone, iPad) Online by way of "serious game" Online with a trainer(virtual reality class, visual-training) Online training (e-Learning modules) Overall Question asked only to long distance trained employees

23. Preferred durations for the different training modes Face-to-face E-learning Video training 1 day 2 days 3 days 4 days 5 days or more 15 min 30 min 45 min 1 hour More than 1 hour 30 min 1 hour 1h30 0.5 days More than 0.5 days 27% 28% 37% 27% 2 days 1 day 2/3 days 2/3 days 1/3 days 30min/1h 30min/1h 30min/1h 15/30min/1h 30min 1h 1h 30min/1h 30min/1h 30min/1h

24. What are learners’ expectations for the future?

25. In what areas do employees want to be trained in the near future? For those trained For those not trained

26. The training modes that employees would like to use On the job Face to face Coaching E-learning Mixed/blended Blog/forum/wiki Serious games Mobile learning: smartphones/iPad Untrained employees Trained employees

27. What can we take away?