The Cegos European Survey 2011 analyzed training practices and learner preferences across Europe, observing that traditional classroom methods remain dominant, complemented by emerging learning tools. While training commitment is strong among employees, a significant gap exists for untrained workers, emphasizing the need for personalized learning approaches. The report highlights the future shift towards mobile learning and the importance of adapting training to meet the evolving expectations of a diverse workforce.

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 sampleThe 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 CharacteristicsAge categoryProfessional category48%26%25%17%17%14%EmployedWorker20%17%15%More than 55Intermediary Profession less than 2525-34 years35-44 years45-54 yearsWhiteCollarengineerSupervisor

3. Survey highlightsThe 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 yearShows impact of budgets, legislation and preferred training methods13h10h9h7h6hQuestion asked only of employees trained

6. Domain focus for training courses in Europe2010 figures in bracketsQuestion asked only of employees trained

7. Domain focus for training courses in EuropeTop 3 training areas by country:Job related technical skillsCompany products & servicesProfessional efficiency, communication, languagesJob related technical skillsProfessional efficiency, communication, languagesCompany products & servicesProfessional efficiency, communication, languagesJob related technical skillsHR, leadership, project management Job related technical skillsProfessional efficiency, communication, languagesManagement, finances, purchasing, logistics, QSEJob related technical skillsProfessional 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 company95%I acquired new professional practices which I could apply to my job90%I had the opportunity to implement what I had newly acquired from this training89%The acquisition of this training is going to contribute to my professional development83%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 itTrain outside working hoursFinance a chosen trainingBeneficiaryBeneficiaryNon-BeneficiaryNon-BeneficiaryAverage : 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 training24% of untrained employees do not know why they have not had training in the last 3 years89% 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 trainingManagerColleaguesCorporate intranet55%347%42%TOP36%: HR Director/Training Manager18%: Staff representatives Question asked only of employees trained

12. Sources of information about training...Top 3 sources of information about training by country:ManagerColleaguesCorporate intranetManagerColleaguesHR Director/Training Manager ManagerColleaguesCorporate intranetManagerColleaguesCorporate intranetManagerColleaguesCorporate intranet

13. How are managers involved in the different stages of the training journey of their employees?Country breakdown for “very involved” managersIn the choice of training actions 34% 35% 31% 31% 25%31%45%18%6%Post-training assessment32% 31% 26% 25% 21%27%43%22%8%Supporting the implementation of training in the workplace29%43%20%8%36% 34% 27% 28% 19%0%20%40%60%80%100%Very involvedQuite involvedOnly a little involvedNot at all involvedTrès 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 applyEvaluation of knowledge gained from the trainingEvaluation of your degree of satisfaction at the end of trainingMore oftenNo changeLess oftenQuestion asked only of employees trained

15. Learning provision and delivery methods

16. Modes of learning used by employees in Europe2010 figures in bracketsMixed/blended training including face-to-face and long distance learning37% (31%)43% (35%)Coaching/mentoringOn line long distance training (e-Learning, video training, virtual)44% (42%)91% (92%)Classroom trainingQuestion asked only of employees trained

17. Modes of learning used by employees in Europe47%49%51%94% Mixed/blended46%48%Coaching/mentoring53%94%E-learning33%35%54%Classroom82%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 to14% : manager18% : alone20% : a colleague48% : 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 counterpartsE-learning use decreases with ageBlended learning is equally well received among all learners regardless of ageEverybody likes coachingBlue collar workers have a lower expectation of e-learning than white collar workers

20. Modes of distance learning European employees are using46% e-learning modules33%Video training24%Serious games21%Mobile learningYoung and white collar workers have the most access to these methods.It is the medium sized European organisations driving the use of these toolsQuestion 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)OverallQuestion asked only to long distance trained employees

22. Collaborative tools used by employees in the last three yearsVideoconferenceYes59%Question asked only of employees trained

23. Preferred durations for the different training modesFace-to-faceE-learningVideo training1 day2 days3 days4 days5 days or more15 min30 min45 min1 hourMore than 1 hour30 min1 hour1h300.5 daysMore than 0.5 days27%28%37%27%2 days1 day2/3 days2/3 days1/3 days30min/1h30min/1h30min/1h15/30min/1h30min1h1h30min/1h30min/1h30min/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 trainedFor those not trained

26. The training modes that employees would like to useOn the jobFace to faceCoachingE-learningMixed/blendedBlog/forum/wikiSerious gamesMobile learning: smartphones/iPadUntrained employeesTrained employees

27. What can we take away?