68 Training Industry Statistics: 2025 Data, Trends & Predictions

Co-Founder and Chief Data Scientist

Developing the workforce is essential for the growth of an organization. Because of the need to continually train employees, a new industry was born, one that is thriving. With the help of firms in this sector, businesses can let their workers attend training programs designed by external consultants. On top of that, they can also avail of services such as the creation of employee onboarding kits. Recognizing the positive impact brought by training on employee performance and organizational competitiveness, United States-based organizations allocated an average of $774 per participant of employee training and development in 2024 (Freifeld, 2024).

According to Berkley and Kaplan (2019), having an employee-centric approach to business is instrumental to the success of the whole organization. Training and development, however, is most effective when implemented strategically, which involves content development, method of delivery, and integration of technology (Harward & Taylor, 2014). The trend in training delivery has evolved over the years from instructor-led classrooms to utilizing online platforms, such as learning management solutions (LMS). This, however, does not mean that the traditional approach to employee training and development is no longer relevant or effective, or that a mix of both methods is nonexistent.

Using relevant training industry statistics from trusted sources, we aim to analyze the current state of the employee learning and development industry in North America, as well as in other parts of the globe. In this article, we will look into the methodologies used by learning and development professionals, the training expenditures of organizations, the challenges to implementing effective employee learning and development programs, the adoption of new technology, and more.

Training Industry Statistics Table of Contents

What is Employee Training?
Why Do Organizations Invest in Employee Training?
Training Approach and Methodologies
Employee Training Challenges and Effectiveness
How Employee Training Contributes to a Strong Company Culture
Training Expenditure
Emerging Trends and Forecasts
Accessibility and Affordability in Employee Training
Benefits of Online Training for the Training Industry
What Are the Opportunities for Further Education and Training in the Field?
How Can Higher Education Opportunities Complement Employee Training?
How Do Open Enrollment Programs Contribute to Employee Skill Development?
How Can Employee Training Support Career Advancement?
Measuring the ROI of Employee Training
How Can Employee Training Evolve to Meet Future Business Demands?
How Can Advanced Academic Pathways Enhance Employee Training?
What Are the Benefits of Integrating Accelerated Learning into Employee Training Programs?

What is Employee Training?

Employee training is a systematic method of learning and development with the purpose of enhancing the efficiency of an individual, a group, or an organization (Goldstein & Ford, 2002). This involves the use of various methods that can be classified as synchronous or asynchronous learning models. Synchronous learning refers to the training approach where employees learn under the guidance of an instructor whether in a traditional classroom setting or when taking a virtual course. Asynchronous learning, on the other hand, is when employees work independently and at their own pace. Another approach combines these two models called blended or hybrid learning (CompTIA, 2020). In either model, evaluation comments are essential to collect both quantitative and qualitative data to accurately assess the impact of training and identify areas for improvement. Some evaluation comments examples for employee training could include measuring the effectiveness of the training program, assessing employee engagement and participation, tracking the progress of employee performance, and receiving feedback on the quality of training materials.

According to the 2024 Training Industry report, online or computer-based methods (with no instructor) are preferred by small and midsized companies. Meanwhile, large corporations preferred virtual classrooms or webcasts (with instructors from remote locations).

34% of small companies prefer to deliver training through online or computer-based methods without an instructor.
32% of small companies conduct training in instructor-led classrooms.
24% of midsize companies use an instructor-led approach to training, 26% blended learning methods, and 26% utilize virtual classrooms.
18% of large companies use instructor-led training and 17% use a blended learning approach.
Large companies (36%) are also more likely to utilize computer-based or online learning methods.
Small companies (3%) use mobile-based learning slightly more than midsized (2%) and large companies (2%).

In 2024, the use of artificial intelligence (AI) in business operations has boomed. It has also started to seep into the way employees learn. Moreover, a supermajority of companies place employee retention as their top priority, with learning and development opportunities as their leading retention strategy (LinkedIn Learning, 2024). For instance, in healthcare, entry-level administrative roles can benefit from online medical coding training programs to add to their skills and strengthen their employability.

4 in 5 people want to learn more about AI applications in their profession.
Employees who establish career goals are four times more engaged with learning than those without goals.
90% of companies have employee retention as one of their concerns and their top retention strategy is offering learning opportunities to employees.

Why Do Organizations Invest in Employee Training?

The onset of the new millennium brought in a broader understanding of the importance of employee learning and development to corporate organizations as a competitive weapon instead of just “an annoying cost factor." Intellectual capital is now valued just as much as physical and financial assets as knowledge-based services carve their own spot in the economy among production-based businesses. To remain competitive, continuous learning has become imperative in creating and maintaining a sustainable advantage (Urdan & Weggen, 2000).

Training based on needs analysis contributes to a high level of employee satisfaction and low turnover rates, which further proves that employee satisfaction and loyalty do not rely on compensation and other benefits but also on opportunities for growth provided by organizations. You can learn more about what is a needs analysis approach to training.

Training also helps employees develop a positive attitude toward learning and improving proficiency, which results in enhanced productivity and competitiveness in the workplace and the organization as a whole (Yazdanifard et al., 2013). Training can even be small bits such as knowing how to write letter salutations. This would be enough to give employees a boost.

37% of US workers feel extremely satisfied or very satisfied about the training opportunities that are available at their jobs (Lin, Horowitz, & Fry, 2024).
39% of US workers feel somewhat satisfied and 23% feel not too or not at all satisfied about the training opportunities that are available at their jobs (Lin, Horowitz, & Fry, 2024).

In terms of areas of focus, company executives, people managers, and learning and development professionals agree that developing soft skills should be an utmost priority. But when it comes to other areas of focus, their priorities vary with executives prioritizing identifying trends to prevent future skill gaps, while learning and development professionals are focusing more on global training consistency and delivering insights on internal skill gaps (LinkedIn, 2018).

Training Approach and Methodologies

Companies that do not invest in their employees are jeopardizing their own survival and success. The practice of not investing in employees, however, lingered because there were little to no robust methods for measuring how human capital investment helps boost the bottom line. This was until learning and development training for leadership, job design, knowledge sharing, and more have emerged (Bassi and McMurrer, 2007).

28% of US workers said that on the job training is the best way to receive education and training to increase their employability.
24% reported that certificate programs are the best avenue for professional training.
24% said that the best way to get education or training is by receiving more formal education, including a 2-year, 4-year, or postgraduate degree.
13% preferred classes or online tutorials.
10% said that they are uncertain about the best way to receive education and training.

Training delivery methods also vary according to company size. According to Training Industry’s 2024 report, small, midsize, and large companies utilize blended learning, instructor-led classroom, and self-paced online or computer-based methods the most (Training Industry, Inc., 2024). Some may even support efforts to pursue professional growth through graduate programs. For example, the cheapest MSW programs online can prepare students for leadership roles within their field.

About 34% of training hours were delivered through online or computer-based technologies.
27% of training hours were delivered through virtual classrooms or webcasts.
27% of training hours were also delivered through the instructor-led classroom approach.
91% of companies conducted some mandatory or compliance training online.
48% conducted mandatory or compliance training completely online.
78% of organizations offered IT or systems training online.
Among the 11 learning technologies in Training Industry’s 2024 report, learning management systems (LMSs) was the leading platform used by organizations, with 90%.
79% of organizations use virtual classrooms, webcasting, or video broadcasting for online training.
100% of large companies, 94% of midsize companies, and 82% of small companies have incorporated LMSs in training and development initiatives.
25% of companies use artificial intelligence (AI).
Learning content management systems (LCMSs) is utilized by 25% of organizations.
Virtual reality (VR) and augmented reality (AR) are two of the training delivery methods that are least often used, with only 7% of companies using VR and 4% using AR.

Employee Training Challenges and Effectiveness

According to a survey conducted by CompTIA published in CompTIA Workforce Learning Trends 2024, one of the leading challenges in assessing effective training programs is connecting training to business outcomes (CompTIA, 2024).

49% of survey respondents perceive skills-based hiring and related skills-first approaches to be a “new and compelling approach.”
34% view these approaches as “mostly a repositioning of longstanding concepts.”
17% see these approaches as concepts that are “still undefined and evolving.”
48% of human resources (HR) leaders reported a notion of increased time and cost when it comes to skills-based hiring and talent development.
40% reported skills validation as a difficulty.
66% of HR professionals reported that they plan to implement the use of workstyle or personality skills assessments, while 25% already currently use them.
61% said that they plan to implement digital literacy assessments, such as PowerPoint and Excel tests, while 26% already currently use them.
79% of HR professionals reported that certifications are a huge factor in determining and assessing candidates during the hiring process. Notably, other than certifications, professionals can also explore affordable online degree options. For instance, aspiring psychologists might want to consider earning a psychology degree online Texas and other US states offer. Other than affordability, online options can provide the convenience that traditional education and training programs lack.

Moreover, the 2024 Training Industry Report shared the key training challenges that organizations are experiencing post-pandemic, with lack of resources and personnel leading the list.

33% of organizations said lack of resources and personnel as their top training challenge after the COVID-19 pandemic.
29% reported learner engagement as a challenge.
12% said budget cuts are a problem, while 11% reported difficulties in the implementation of new technology.

LinkedIn’s 2024 Workplace Learning Report revealed that leaders in learning and development (L&D) are concentrating on matching learning programs with business strategies.

54% more L&D professionals included analytical skills on their LinkedIn profiles in 2024 as opposed to 2023.
36% of L&D professionals use performance reviews to measure the business impact of training initiatives.
34% utilize indicators of employee productivity and 31% use indicators of employee retention to track the effectiveness of learning programs.

How Employee Training Contributes to a Strong Company Culture

Employee training programs can significantly influence company culture by fostering a shared sense of purpose and values. Here are some ways training supports culture-building:

Promotes continuous learning. A strong learning culture encourages employees to prioritize their development. Training programs that emphasize upskilling and growth help instill this mindset, motivating employees to adopt a culture of continuous improvement.
Enhances collaboration and teamwork. Training that focuses on team-building and communication skills fosters a sense of collaboration. When employees are trained to work together effectively, they contribute to a culture of cooperation and mutual respect.
Reinforces company values. Training programs provide an opportunity to emphasize core values, helping employees align their behavior and work ethic with the organization’s mission and principles, creating a unified culture.
Boosts employee engagement. A culture of learning and development increases employee satisfaction and engagement. When employees feel that their company is invested in their growth, they are more likely to be motivated and loyal.

Training Expenditure

In 2024, total spending on training and training staff payroll in the US dropped (Training Industry Report, 2024).

Training expenditures in the US declined by 3.7% to $98 billion in 2024.
Training staff payroll also dropped by 4% to $60.6 billion, which was reported to have been brought about mainly by payroll reductions of large companies.
Outside products and services expenses hiked by 23% to 12.4 billion.
Other spending on training, such as travel, facilities, and equipment, also dropped from $28.7 billion in 2023 to $25 billion in 2024.
Large companies saw their average training expenditures decline from $16.1 million in 2023 to $13.3 million in 2024.
Midsize companies increased their spending from $1.5 million in 2023 to $1.7 million in 2024.
Training expenditures for small companies dropped from $459,177 to $374,207.
About 38% of organizations reported that they expanded their staff in 2024.

Organizations also seek out external services to bridge the gap that the skills internal training programs are incapable of addressing effectively. Seminars and workshops do not have to be related to work all the time though. They can also be educational and applicable to households, such as talking about at what age should a child get a phone.

Average expenditure for outsourced training dipped, from $322,376 in 2023 to $241,311 in 2024 (Training Industry Report, 2024).
On average, large US companies spent $907,250; midsize companies shelled out $234,864; and small companies spent $46,758 (Training Industry Report, 2024).
An average of 6% of the total budget allocated to training was exhausted in outsourcing in 2024, up from 5% in 2023 (Training Industry Report, 2024).
27% of organizations on average mostly or completely outsourced LMS operations or hosting (Training Industry Report, 2024).
86% of organizations managed learner support and LMS administration internally (Training Industry Report, 2024).
56% of training instruction or facilitation is outsourced.
About 88% of organizations reported that they expect to continue to invest in the same level of outsourcing in 2025.
56% reported that they have no plans of outsourcing learning support or LMS administration within the year.
48% of midsize companies, 40% of large companies, and 36% of small companies expect to spend the same amount on outsourcing in 2025.

Emerging Trends and Forecasts

The training industry is ever-evolving in several aspects, including demographics, delivery types, and training structures, among others.

51% of US workers reported to have taken a class or received additional training within 12 months as of December 2024 (Lin, Horowitz, & Fry, 2024). Reasons for their training include learning, maintaining, and improving their professional skills.
499% reported that they have not received any training during the same period (Lin, Horowitz, & Fry, 2024).
53% of workers who said that they need additional education also said that they have completed a class or received training in the previous 12 months, while 47% have not (Lin, Horowitz, & Fry, 2024).
73% of workers with a postgraduate degree said that they received training in the past year (Lin, Horowitz, & Fry, 2024).
53% of professionals with a bachelor’s degree reported that they received training in the past 12 months (Lin, Horowitz, & Fry, 2024).
50% of workers with some college education or less said that they have gotten training during the same period (Lin, Horowitz, & Fry, 2024).
62% of US workers said that a significant reason that they took a class or got additional training in the previous 12 months was to keep pace with field or industry requirements (Lin, Horowitz, & Fry, 2024).

Technology, however, no matter how sophisticated, has its drawbacks and disadvantages. According to Steve Fiehl, chief innovation officer of CrossKnowledge, the capability to provide personalized learning experience is being disrupted by “mass personalization" (Training Industry, Inc., 2017). This one-size-fits-all approach fails to address the needs and growing expectations of learners for a personalized learning experience. But thanks to recent advancements in technology, such as big data and machine learning, creating individualized learning solutions is now more possible than ever. Those looking to further improve corporate learning and training strategies may want to explore attaining a psychology degree. If you have wondered what to do with a psychology degree, your options include becoming an HR officer.

Accessibility and Affordability in Employee Training

One of the most significant aspects of modern employee training is its increased accessibility and affordability. Businesses can now leverage cost-effective solutions to train employees without compromising the quality of content or delivery. Employees also benefit from the convenience of online programs that allow them to acquire new skills at their own pace and from virtually any location.

For instance, organizations aiming to equip their workforce with relevant business expertise can encourage employees to explore the cheapest online business administration degree options. These programs provide a comprehensive understanding of business operations, leadership principles, and strategic decision-making at a fraction of the cost of traditional degrees. By opting for such affordable educational pathways, companies can significantly lower training expenditures while ensuring a high standard of learning.

Furthermore, the economic advantages of these programs align well with the financial strategies of small to medium-sized enterprises (SMEs) and even larger corporations. Employers can invest in education incentives for their staff, promoting loyalty and driving innovation within the organization. With an increasing number of accredited online programs offering specialized training, accessibility to professional development has reached unprecedented levels, empowering businesses to stay competitive in evolving markets.

Benefits of Online Training for the Training Industry

The rise of online learning platforms has significantly impacted the training industry. Online training offers several benefits for both businesses and learners, making it an increasingly popular choice. Here are some key advantages:

Cost-effectiveness: Online training programs can be significantly less expensive to develop and deliver compared to traditional in-person training. This is because there are no venue rental costs, trainer travel expenses, or printing materials required.
Scalability: Online training programs can be easily scaled to accommodate a large number of learners, regardless of their location. This makes it an ideal solution for organizations with geographically dispersed employees.
Flexibility: Online training programs offer learners the flexibility to learn at their own pace and on their own schedule. This is especially beneficial for busy professionals who cannot commit to a fixed training schedule.
Accessibility: Online training programs can be accessed from anywhere with an internet connection. This makes it a convenient option for learners who live in remote areas or have limited mobility.
Standardization: Online training programs can help ensure that all learners receive the same level of instruction. This is because the content is pre-recorded and delivered consistently.

If you are considering incorporating online training into your organization's training strategy, you can explore our extensive directory of accredited self-paced online colleges that offer a wide variety of online training programs.

What Are the Opportunities for Further Education and Training in the Field?

With the rise of online learning platforms, employees have numerous opportunities to pursue further education and training in their field. For instance, those interested in medical fields can explore the best ultrasound tech schools to advance their careers. This highlights the importance of continuous learning and development in remaining competitive in the job market. By investing in employee training and education, organizations can benefit from a more skilled and knowledgeable workforce, leading to improved productivity and competitiveness.

How Can Higher Education Opportunities Complement Employee Training?

Integrating higher education pathways with corporate training strategies can create a robust ecosystem for continuous professional growth. Organizations that align advanced academic programs with their internal development initiatives often observe a significant boost in strategic leadership and innovation. This approach enables employees to gain deeper analytical skills and an expanded understanding of industry trends while reinforcing their on-the-job competencies. For example, incorporating part-time or online graduate programs can help nurture future leaders and ensure that training investments are tied to long-term career mobility. Companies may evaluate partnerships with institutions offering the most affordable MBA as a strategic measure to bridge experiential learning with academic rigor.

How Do Open Enrollment Programs Contribute to Employee Skill Development?

Open enrollment programs provide a flexible pathway for employees to rapidly acquire new skills and certifications without traditional admission barriers. These programs simplify access to diverse courses that complement specialized in-house training initiatives, resulting in a more agile workforce. Leveraging such programs enables organizations to streamline the upskilling process, shortening the time from training to on-the-job competency. In addition, attending online colleges with open enrollment offers employees a practical route to gain industry-recognized credentials that support both personal career advancement and organizational competitiveness.

How Can Employee Training Support Career Advancement?

Investing in targeted career advancement strategies through employee training can directly enhance internal promotion pathways and overall talent retention. By tailoring programs to develop both technical proficiency and leadership skills, organizations enable employees to fill future roles with confidence and competence. This approach includes designing curricula that align professional growth with business objectives, offering mentorship matching, and integrating specialized certification programs. Additionally, advanced academic opportunities—such as those featuring highest paying MBA concentrations—can serve as a catalyst for elevating both individual careers and the organization’s competitive edge.

Measuring the ROI of Employee Training

Organizations invest considerable resources in employee training, but how can they determine if these investments are paying off? Measuring the return on investment (ROI) of training programs is essential to ensure that resources are being used effectively. Businesses can assess the impact of training through performance metrics, such as improvements in employee productivity, sales, or customer satisfaction. Feedback surveys from both employees and managers can provide valuable insights into the perceived value of training. Additionally, tracking the correlation between training and business outcomes helps demonstrate how employee development directly contributes to the organization's overall success.

For example, companies that invest in training programs aimed at leadership development often see significant improvements in employee retention, team collaboration, and decision-making. By aligning training goals with business objectives, organizations can better track the ROI of their training investments.

For organizations looking to explore cost-effective training options, they may also want to consider short careers that pay well. These careers can provide opportunities for fast-track growth and skills acquisition that benefit both employees and the company.

How Can Employee Training Evolve to Meet Future Business Demands?

Organizations can drive future growth by integrating emerging digital tools with streamlined training strategies. Leveraging technologies such as virtual reality simulations and AI-driven learning analytics enables personalized, scalable training solutions that directly target evolving business objectives. In addition, aligning practical in-house initiatives with academic pathways—including advanced studies in online business management—bridges the gap between current skill sets and future market demands. This approach supports a dynamic learning environment that is both adaptable and directly linked to long-term strategic planning.

How Can Advanced Academic Pathways Enhance Employee Training?

Integrating advanced academic programs into employee training frameworks provides a robust pathway for cultivating strategic leadership and deep analytical skills. Organizations can align continuous professional development with academic rigor to address complex business challenges while fostering innovation. Pursuing advanced degrees enables employees to gain insight into emerging trends, thereby complementing on-the-job learning with systematic theoretical foundations. For professionals seeking to elevate their expertise, exploring the most affordable DBA online programs offers a cost-effective route to combine academic achievement with immediate practical application.

What Are the Benefits of Integrating Accelerated Learning into Employee Training Programs?

Integrating accelerated learning models into employee training programs offers a strategic approach to rapidly equip staff with in-demand skills. This approach enhances workforce agility by reducing the time required to master new competencies, thereby strengthening the organization’s responsiveness to market shifts. Accelerated learning courses often combine condensed curricula with real-time applications, promoting immediate on-the-job impact and fostering a culture of continuous improvement. In doing so, companies can achieve quicker returns on training investments by aligning learning outcomes with evolving business needs. Additionally, by leveraging programs such as accelerated online business degrees, organizations benefit from contemporary, industry-relevant content that supports both personal and professional growth without the lengthy timelines of traditional educational models.

Key Insights

Employee Training Investment: 37% of US workers feel extremely satisfied or very satisfied about the training opportunities that are available at their jobs (Lin, Horowitz, & Fry, 2024).
Training Delivery Methods: 28% of US workers said that on the job training is the best way to receive education and training to increase their employability.
Technological Integration: About 34% of training hours were delivered through online or computer-based technologies.
Challenges in Training Implementation: 49% of survey respondents in the CompTIA Workforce Learning Trends 2024 perceive skills-based hiring and related skills-first approaches to be a “new and compelling approach.”
Training Expenditure Trends: Training expenditures in the US declined by 3.7% to $98 billion in 2024.

FAQ

What is employee training? Employee training is a systematic method of learning and development aimed at enhancing the efficiency and skills of individuals, groups, or organizations. It involves various methods such as synchronous learning, asynchronous learning, and blended or hybrid learning models.
Why do organizations invest in employee training? Organizations invest in employee training to improve performance, increase competitiveness, and enhance employee satisfaction and loyalty. Training helps employees develop new skills, stay updated with industry trends, and maintain a positive attitude towards continuous learning and improvement.
What are the common methods of employee training delivery? Common methods of training delivery include instructor-led classroom training, blended learning (a combination of classroom and online training), and self-paced online or computer-based training. Organizations also use virtual classrooms, webcasting, and mobile applications.
What are the key challenges in implementing effective employee training programs? Key challenges include lack of leadership support, insufficient budget, time constraints, and difficulty in getting managers to prioritize employee learning. Additionally, creating a culture of learning and driving engagement are significant hurdles.
How do organizations measure the effectiveness of their training programs? Effectiveness is measured through evaluation comments, which collect quantitative and qualitative data on training impact. Metrics include employee engagement and participation, progress in performance, and feedback on training materials and delivery methods.
What are the top skills prioritized in employee training programs? Top skills include leadership and management, creativity, persuasion, collaboration, adaptability, and emotional intelligence. Technical skills like blockchain, cloud computing, analytical reasoning, artificial intelligence, and UX design are also prioritized.
How much do organizations spend on employee training? Global spending on employee training reached $98 billion, with North America accounting for $169.4 billion. The average investment per learner was $1,286, with each employee training for an average of 42.1 hours.
What role do emerging technologies play in employee training? Emerging technologies like virtual reality (VR), augmented reality (AR), and artificial intelligence (AI) enhance the personalization and relevance of training programs. These technologies enable immersive learning experiences and more effective skill development.
What is the trend in the use of external training services? Organizations increasingly use external training services to bridge skill gaps that internal training cannot address effectively. In 2019, large companies spent an average of $1.5 million on outsourced training services.
How do organizations ensure the personalization of training programs? Organizations use advanced technologies like big data and machine learning to create individualized learning solutions. Personalized learning experiences are tailored to meet the specific needs and expectations of employees, improving engagement and effectiveness.