In our third annual report, we surveyed over 1,200 talent developers and 2,100 workplace learners to create this year’s Workplace Learning Report.
Discover how learning leaders like you:
01. Leverage increased budget and influence
02. Lead organizations in identifying, assessing, and closing skills gaps
03. Think like marketers to increase learner engagement
04. Tap into the potential of all learners from Gen Z to Boomer
Survey results indicate a tipping point in the L&D industry
Increased budgets and executive support are paving the way for talent developers to play an even more strategic role in the business. In 2019, talent developers say they're focused on proactive efforts like understanding skills gaps and marketing L&D programs to learners.
43% of talent developers expect a budget increase in 2019
L&D budgets have shifted dramatically over the last 3 years.
2019 is the year of the skills gap.
Macro trends such as digital transformation and the decreasing shelf-life of skills are leaving organizations to play catch-up as they try to hire and develop the right skills—and talent development is tackling the challenge head-on in a myriad of ways.
Skills Gaps Top the Priority List in 2019
Spend more time marketing learning programs to increase engagement.
Getting the attention of the modern employee requires more outreach and higher-impact marketing programs.
Talent developers only spend 15% of their time marketing learning programs to increase engagement.
Talent Developers
Employees
Talent Developers
Employees
Cultivate learning experiences for the multigenerational workforce—from practiced leaders to rising professionals.
Today it’s imperative for talent development to tap into the potential—and preferences—of all learners. This means that social, mobile, manager involvement, and self-directed learning opportunities will increase engagement. This is particularly with Millennial and Gen Z workers who will comprise nearly half of the total working population by 2020.
Managers are the missing link
