In our newest Compensation Best Practices Report (CBPR) survey, we found that the biggest area HR professionals plan to invest in is employee training and development.

As a part of our most recent CBPR survey fielded in December 2018, we asked respondents: “What aspects of HR do you think will be your biggest investment in 2019?”

Twenty-three percent of respondents (a mix of HR leaders, compensation professionals and business leaders) indicated training and development as their biggest investment area. This answer choice garnered far more responses than the next two areas of HR — recruiting and compensation changes. (Fifteen percent of respondents said that recruiting is their top focus and 15 percent said compensation changes is their top focus).

Since training and development is top focus area for many of our readers, we decided to explore why training and L&D has become an increasing priority for modern organizations and the challenges associated with training and learning. We’ve also taken a look at what various companies have implemented to understand the key principles behind successful employee training and L&D initiatives.

Meanwhile, employees themselves place a high priority on learning. According to the same report from Linkedin, 94 percent of employees would stay longer at a company if it invested in their career, and 87 percent of millennials say that development is important in a job.


Getting employees to learn is not as simple as creating materials and delivering the content. The No. 1 challenge for talent developers is getting employees to make time for learning. In other words, employees feel like they don’t have the time to learn.

There are some nuances behind this idea that employees “don’t have time to learn.” The truth is, there’s often a disconnect between the way training is delivered versus the way employees want to learn.

LinkedIn’s research found that 68 percent of employees prefer to learn at work; 58 percent prefer to learn at their own pace, and 49 percent prefer to learn at the point of need.

According to Brianna O’Hara, Content & Creative Manager at BizLibrary, a leading provider of employee learning solutions, “many companies are still relying on dated, long-form training content that’s subpar to the standards of today’s workforce.”

“Content for training and L&D is best served in a micro format that allows the learner to focus on a few key takeaways and then apply them quickly. It’s also important to deliver training in the learner-preferred format. Learners will be resistant to training if it’s irrelevant to their roles or responsibilities, if it’s outdated, if it’s not in a style they prefer, or the cons outweigh the pros of taking said training,” says Brianna.

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