Cegos training and development survey 2015

The Cegos Observatory’s Barometer

Training & development in EuropeJune, 23, 2015

2

Methodology

Cegos - 2015 Training Survey

The Cegos Observatory conducted this study between April and May 2015, with

2,500 employees (who had all been involved in training courses) and 600 HRDs-

Training Managers (all working in private-sector companies with over 50

employees).

In each of the 5 countries, France, Germany, United Kingdom, Spain and Italy,

500 employees and 120 HRDs-Training Managers responded to the survey.

3

Characteristics of the 2015 sample

I - The strategic integration of training policies is lacking

5

Employees are satisfied with the training courses… particularly managers

Overall, regarding the training courses followed, would you say…


Yes, definitely

You acquired new knowledge that is useful for your job in the company

Goals and contents were adapted to your needs

What you learned from training course will support your professional career

Teaching methods were appropriate

You were able to implement the acquired knowledge to your job within the company

What you learned from this training course will contribute to your professional advancement

Your manager actively supported you in implementing what you learned

Employees 5 countries

For Managers Technicians/Supervisors and Employees/Workers (average)

38% (-7)

36% (-4)

32% (-6)

32% (-5)

34% (=)

28% (-5)

28% (-5)

6

HRDs-Training Managers: an administrative approach to training

Rank the following according to their priority as your contribution to training in your company


HRD 5 countries

Improve training administration

Provide employees with the means to learn at any time according to their needs

Reinforce the link between training policy and company strategy

Develop my role as an advisor on management

Implement assessments of training impact and return on investment

Top priority

40%

26%

53% 38%

39% 28%

32% 20%

30% 22%

29% 10%

Highest value / Lowest value

7

Assessment of training: practices are standing still

43%

39%

32 %

26%

31 %

26 %

33%42%

29%

LowestHighest

Employees 5 countries

23%

17%33%

"Systematically"


2015 2011

29%

After finishing a training course, can you tell us if…

You were asked to give an opinion or tell whether you were satisfied or not

What you learned was evaluated

You were asked to give an opinion on what you were able to apply

8

Employees feel there is a lack of support regarding their training

How does your manager support you, during and after, your training ?


Employees HRDGaps

Before training started, through a meeting, to specify goals

By helping me implement the knowledge acquired through training

When training was finished, through a meeting, to decide on how to implement the knowledge acquired

"Systematically"

43%25%

22%

28%22%

19%

18%

41%

50%

9

Business executives choose their training, workers have it chosen for them


Concerning the trainings you followed, in general…

Employees5 countries

II - The Britishexception?

11

British HRDs and Training Managers are more ambitious regarding training…

What are the training priorities in your company ?


HRD5 countries

Support the company’s strategic plan

Adapt employees to the requirements of their job position

Attract and hold talented employees

Support the employees’ professional project

Anticipate developments in employment

Maintain employability, especially for those in the most vulnerable positions (unskilled workers, seniors…)

Very high priority

54%

43%

42%

38%

45%55%

42%62%

38%57%

28%47%

32%40%

25%45%


12

Consequently, British employees are more satisfied with their companies' training policies

Do you think your company implements all the necessary means to:



68 %

65%

65%

63%

73%

69%

68%

68%

67%

Correctly identify the skills it needs

Inform you very specifically about the training programs you can take

Enable your manager to follow your training courses and your achievements

Clearly define your needs and allow you to express what you hope to obtain from training

Help you understand how company jobs will develop

Yes, definitely Yes, more or less

84% 67%


80% 63%

79% 59%

82% 60%

79%

61%76%

13

Employees prefer individual training courses...apart from the British

ALL


EmployeesHRDS-TMs

Employees: To progress in your company, do you prefer…?HRD: About employees’ training, what is the main focus in your company?

A group training course A personalised training course

62%

54%

57%

70%

62%

68%

57%

62%

63%

51%

60%

53%

Majority responses for each each population group

III - The slow decrease in face-to-face training

15

Face-to-face training continues to decrease…

Among these training methods, please indicate which one you used…

91%87%

44%49%

43%38%

37%36%Blended, including

classroom and online trainings

Individual instruction (such as tutoring or coaching)

Remote online:e-learning modules, virtual classes, training with available online resources…

Group training course(s) in a classroom with a trainer

2011

2015- 4 pts

- 5 pts

+ 5 pts



16

… and France continues to lag behind as regards other training methods

Among these training methods, please indicate which one you used…


Blended, including classroom and online training


Remote online:e-learning modules, virtual classes, …

91%77%

26%

26%

29%65% 46%

49%



17

The methods deployed are not in linewith employee expectations

Among the different training options you have used, indicate how well they met your expectations:

Individual instruction(such as tutoring or coaching)


Blended, including classroom and online trainings

Remote online:e-learning modules, virtual classes, …

42%

38%

36 %

30%

"My needs were well met"


87% (rank 1)

49% (rank 2)

38% (rank 3)

36% (rank 4)

"Followed this type of course"


18

High level of satisfaction among British employees

Among the different training options you have used, indicate how well they met your expectations:



Blended, including classroom and online trainings

Remote online: e-learning modules, virtual classes, …

"My needs were well met"


30%54%

47% 27%

22%47%

17%39%

52%

44%

37%

34 %


19

A close link between satisfaction and the usefulness of the training

Overall, would you say that the training was…


"Very useful"

49% 40% 37% 36%26%Average for

5 countries:

38%

Overall, regarding the training, would you say you were…

43% 31% 33% 25% 23%"Very satisfied"


20

4 methods lead the way in distance learning:e-learning modules, virtual classroom, videos, ESN

During the past three years (2012-2013-2014), have you made these different methods readily available for your employees for training and encouraged their use?


HRD HRD-TM gapswith employees

E-learning modules

Virtual classroom, webconference

Video, podcast

Enterprise social network

SPOC*, COOC*

MOOC*

21%

17%

20%

13%

17%

13%

- 7

+ 4

*MOOC – Massive Online Open Course : cours en ligne ouvert à tous*SPOC – Small Private Online Course : cours en ligne restreint à un nombre d’accès limité.*COOC – Corporate Online Open Course : cours en ligne d’une entreprise destiné à ses clients et collaborateurs.

+ 4100%

21

If you have used these training methods during the past three years for your work, indicate their respective proportion:

E-learning modules

Videos, podcasts

Virtual classroom, webconference

SPOC, COOC

Enterprise social network

MOOC


32% 25%


22% 13%

22% 12%

21% 10%

21% 10%

19% 7%

22

All countries moving towards digital training, Germany and France lag slightly behind

What is your opinion regarding this statement: "Training in my company is increasingly digitalized"

Yes, I totally agree Yes, I quite agree No, I don’t really agree No, I don’t agree at all

Global


HRD5 countries

23

Digitalization seen as a means to reducecosts and standardize training

Do you think the digitalization of training is first used…


To limit the costs of training

To ensure all the participants have access to the same training contents

To individualize the learning (allow everyone to follow only the modules needed)

To measure more easily the knowledge acquired from training

To facilitate peer learning through collaborative tools: internal social network…

73% 52%

Highest value

Lowest Value

61% 38%

51% 40%

21% 12%

39% 14%

HRD5 countries

24

Synthesis

The strategic integration of training policies is lacking

► Top priority: training administration.

► Assessing and measuring the return on investment of training is ranked as the lowest priority

► Still a lack of support for employees as regards their training

The British exception?

► British HRDs and Training Managers appear to be the most ambitious in terms of training.

► British employees are also the most satisfied with their companies training policies:

Training methods: the gradual decrease in face-to-face training continues

► The training methods implemented by companies are sometimes not in line with the employees expectations

► A very close link between satisfaction and the usefulness of the training: British employees are a good example of that.

► The HRDs and Training Managers in all five countries consider digital training solutions as a means to reduce training costs and to standardise content.


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Cegos training and development survey 2015

Leadership & Management

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