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The single biggest driver of business impact is the strength of an organization’s learning culture.
- Josh Bersin, Principal and Founder, Bersin by Deloitte
Insights from LinkedIn’s Workplace Learning Report
TOP 2017Workplace Learning Trends
69%are expecting a budget increase this year
of L&D pros say that talent is the number one priority at their companies
27%
Organizations are Investing More in Talent Development
Talent development is top of mind for organizations
of learning professionals say L&D is centralized
of learning professionals say L&D is decentralized
L&D is a Highly Varied Function
L&D di�ers across organizations—there’s no gold standard
⅔ ⅓
5L&D Professionals See Room for Improvement in Their Own Programs
of L&D pros surveyed have a “seat at the table”
organizations are starting to incorporate video-based online training into their cultures
of L&D professionals surveyed were willing to recommend their own L&D programs to peers25%
60%
70%
The average shelf life of job skills is less than
Proving Value to Learners is Equally Important—and Equally Challenging
When modern learners engage
at the point of need
in the evenings and weekends
at their o�ce desk when alerted to updates
on the way to and from work
52% 47% 42% 30% 27%
5years
Business impact is the #1 measure desired by CEOs, only 8% currently see the business impact of L&D
ROI is the #2 measure desired by CEOs, only 4% currently see the ROI of L&D
Developing Employees is Important to Executives, but Proving Business
Value is Challenging
Leadership craves impact and ROI data
of executives agree there is a skills gap in the U.S. workforce
92% 90% of L&D pros agree that developing employees is top-of-mind for the executive team
80%
8% 4%
of executives say that L&D programs would help close the gap
The cost of replacing an employee is 50-250% of their annual salary + benefits
Annual Salary + Benefits
Cost to Replace an Employee
250%50%