Training Development Companies Statistics

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Training Development Companies Statistics 2023: Facts about Training Development Companies are important because they give you more context about what’s going on in the World in terms of Training Development Companies.

LLCBuddy editorial team scanned the web and collected all important Training Development Companies Statistics on this page. We proofread the data to make these as accurate as possible. We believe you don’t need to check any other resource on the web for Training Development Companies Facts; All are here only 🙂

Are you planning to form an LLC? Thus you need to know more about Training Development Companies? Maybe for study projects or business research or personal curiosity only, whatever it is – it’s always a good idea to know more about the most important Training Development Companies Statistics of 2023.

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Top Training Development Companies Statistics 2023

☰ Use “CTRL+F” to quickly find statistics. There are total 169 Training Development Companies Statistics on this page 🙂

Training & Development Companies’ “Latest” Statistics

  • 34% of workers said that possibilities for professional growth led them to quit their former jobs.[1]
  • 58% of workers’ professional growth, according to 62% of Millennials and Gen X, is a key element in retention.[1]
  • Retraining existing workers to fill up skill shortages is a major priority, according to 64% of L&D professionals.[1]
  • 93% of workers would positively influence engagement from a well-planned staff training program.[1]
  • Professional development initiatives increase employee engagement by 15%.[1]
  • Within only six days, 75% of newly learned knowledge is lost if it is not utilized.[2]
  • Employees will likely rapidly forget what they learn, much as first-year college students who forget 60% of the material they studied in high school for the CPE credit.[2]
  • Practicing spaced repetition helps us retain roughly 80% of what we learn after 60 days.[2]
  • 55% of your workers will consult a colleague before turning to google or your learning management system when they want to acquire a new skill.[2]
  • In 2021, L&D learners learned for 35% less time than their HR counterparts.[3]
  • While upskilling or reskilling was cited by 46% of L&D executives as a priority emphasis topic this year, internal mobility, career paths, and employee retention fared poorly.[3]
  • 17% of respondents said they would choose public educational institutions and training providers.[4]
  • Virtual reality is used by 23% of big businesses. In staff training, augmented reality is used by 11% and artificial intelligence by 9%.[4]
  • Compared to 22% of junior HR workers, 35% of senior HR professionals consider learning and development to be a largely strategic priority.[4]
  • Large businesses employed classroom instruction in 36% of cases and blended learning in 34% of cases.[4]
  • According to 36% of talent development respondents, driving learner engagement is another significant difficulty.[4]
  • According to 39% of U.S. workers, having room for advancement is a factor in job happiness.[4]
  • 39% of small businesses teach employees in person, 25% use blended learning techniques, and 17% use virtual classrooms.[4]
  • According to 39% of organizations, insufficient funding also prevents the adaptation of successful learning and development initiatives.[4]
  • In the future, 43% of learning and development professionals want to start reskilling initiatives.[4]
  • Compared to 21% of Boomers, 44% of Gen Z workers said they would invest more time in studying or training if their supervisors gave them praise.[4]
  • Online learning tools were the purchase that 44% of respondents said they were most looking forward to making.[4]
  • According to 49% of talent development, getting managers to value learning is their biggest issue in 2020.[4]
  • In 2020, 51% of learning and development professionals wanted to start upskilling initiatives.[4]
  • By 2022, 52% of respondents anticipated retraining or upskilling staff members utilizing internal resources.[4]
  • 70% of businesses provide training, particularly for those in management and midlevel jobs.[4]
  • 80% of businesses use the internet for part of their compliance training, and 29% use it exclusively.[4]
  • In a 2020 CompTIA study of HR staff and training professionals, 44% of participants said they utilize mobile applications, and 39% said they are investigating this technology.[4]
  • The second-placed product was content creation and authoring tools, with 34% of respondents saying they would buy both items for training.[4]
  • The second-ranked difficulty is fostering a learning culture, with 42% of talent development citing it as one of their top difficulties this year.[4]
  • The most successful training techniques, according to employees, were on-the-job training (82%), work coaching (19%), and informal social learning (71%).[4]
  • Businesses will spend 39% on external or outsourced training service providers and around 61% on internal training resources in 2018.[4]
  • In 2019, learning management systems (LMS) became the technology employed most often by enterprises (82%).[4]
  • 94% of workers would remain longer at organizations that are prepared to invest in their professional growth, according to LinkedIn’s 2018 Workplace Learning Trends.[4]
  • 73% of firms additionally provide online training for professional industry-specific IT systems and desktop applications.[4]
  • 70% of those polled said they would be inclined to quit their present jobs for ones that put money into staff development.[5]
  • 74% of employees believe that the absence of development programs prevents them from reaching their full potential.[5]
  • If the company had provided training, 86% of them believe they would have continued at their positions.[5]
  • The possibility of advancement and growth at another firm motivated 34% of employees to leave their employment.[5]
  • It’s critical for businesses to provide their workers with meaningful benefits, given that 88% of learners in a study reported not applying the information they had learned.[5]
  • Only 15% of respondents claim to have read or listened to any of the necessary compliance training.[6]
  • 27% of companies report weekly assaults or breaches.[6]
  • 34% of respondents claim to have merely skimmed compliance material and ignored training audio.[6]
  • 42% of companies want to improve their learning management system.[6]
  • If given specific course suggestions to assist them to achieve their job objectives, 54% of workers would invest more time in their education.[6]
  • Developing the next generation of leaders, according to 55% of CEOs, is the biggest challenge.[6]
  • 60% of employees started their own skills training, demonstrating the unfulfilled need for more knowledge within the workforce.[6]
  • Learning and development are becoming a more strategic component of their company, according to 66% of L&D professionals.[6]
  • According to 68% of workers, training and development is the business’s most critical policy.[6]
  • A learning management system is used by 70% of L&D departments in North America.[6]
  • Employee engagement is favorably impacted by well-designed employee training programs, according to 93% of workers.[6]
  • Poor UX was the top reason 88% of firms give for switching to learning technology solutions.[6]
  • 90% of EduMe respondents agree that having high-quality data is essential for enhancing learning delivery inside their company.[6]
  • Compared to previous generations, Gen Z is more likely to consume training content, watching 50% more of it in 2020.[6]
  • Forecast for world leadership in 2018 development of leaders at all levels is crucial, according to 83% of firms. Move remotely.[6]
  • 74% of employees are willing to retrain or pick up new skills to stay employed.[6]
  • More prospects for professional advancement drove 34% of workers to leave their prior positions.[6]
  • 70% of workers would be relatively inclined to quit their present position to work for a company that prioritizes training and development of its personnel.[6]
  • The best approach to assess employee satisfaction is via pulse surveys, which have a response rate of 45.55% greater than regular surveys.[6]
  • Individuals who received leadership training increased their performance and learning capacity by 20% and 25%, respectively.[6]
  • 46% of professionals said they study remote work or brush up on their remote work abilities on their own between one and four hours a month.[7]
  • Of 1,500 L&D professionals, 75% of them believe that their organizations will create more personalized learning material in the next years.[7]
  • Investing in employees’ growth and development is something that 94% of workers feel would make them remain at a firm longer.[7]
  • A 3D simulation of a genuine Leon restaurant with accurate conversation and personalities was conducted for 94% of the personnel.[7]
  • 30% of UK employees claim they haven’t undergone formal job training in the previous five years.[7]
  • 49% of workers don’t have the time to devote to learning.[7]
  • The most L&D problem during the pandemic, according to 28% of respondents, is the technology and stepping up remote training.[7]
  • 69% of businesses worldwide, even those in high-demand fields like operations and logistics manufacturing and production, report having difficulty finding competent personnel.[7]
  • 57% of L&D professionals choose leadership and management as their top priority skills.[7]
  • 99% of learning and development professionals agree that if skills gaps are not bridged, their firms will suffer in the years to come.[7]
  • 63% of L&D professionals believe that L&D deserves a seat at the executive table.[7]
  • Especially for businesses with more than 10,000 workers, where training costs actually rose by 24.3%.[7]
  • 79% of L&D professionals anticipate that businesses will increase their spending on online training.[7]
  • The issue is that, prior to the epidemic, the majority of training—roughly 63% of the overall quantity of training—takes place in person.[7]
  • Training and development experts’ employment is anticipated to expand by 8% between 2021 and 2031, which is faster than the average for all professions.[8]
  • 32% think that training should be updated more regularly and socialized more. One out of every two workers engages in independent learning activities in addition to the job.[9]
  • 55% said they need more training to be more effective in their positions. 38% urge businesses to match training with duties.[9]
  • 78% of workers believe it is crucial that they obtain life skills training.[9]
  • 55% of respondents said they need more training to do their jobs better, and 44% indicate they are seeking independent training to remain competitive in the employment market.[9]
  • 75% of workers are generally pleased with the opportunities for learning and growth at their organizations.[9]
  • 76% of workers said they were more inclined to remain with a business that provided ongoing training.[9]
  • 54% of respondents said they sought training outside of their firm since it may improve workers’ chances for professional progression inside the organization.[9]
  • Businesses who engage in training may expect to see 24% greater profit margins.[10]
  • 40% of workers with inadequate training would quit the organization within the first year.[10]
  • 76% of workers are searching for possibilities for professional development.[10]
  • 94% of workers would remain with a firm longer if there was an investment in learning.[10]
  • Millennials make up 35% of the American workforce, making them the biggest generation employed there.[11]
  • Compared to 41% the year before, 44% of respondents indicated they planned to buy online learning tools and systems next year.[11]
  • 66% of L&D professionals think that they are concentrating on remaking and restructuring their companies.[11]
  • 88% of businesses questioned agree or strongly concur that customized learning has enhanced their strategies, missions, or vision.[11]
  • 91% of businesses that provide tailored training claim that it has strengthened the connection between education and advancements in worker and organizational performance.[11]
  • 93% of the firms questioned agree or strongly concur that tailored learning aids employees in more effectively achieving professional objectives.[11]
  • In best-performing enterprises, 84% of workers get the necessary training, which is a whopping 68% better than in worst.[11]
  • The number of business learners more than doubled between 2019 and 2020, and the average length of learning time per student climbed by 58%.[11]
  • 28% of Millennials and 27% of Gen Z say they want to quit their companies due to a lack of growth prospects.[11]
  • Opportunities to study and develop are highly essential to 59% of millennials when seeking jobs.[11]
  • Only 38% of employees claim their company offers the opportunities for learning and growth.[11]
  • In 2020, Gen Z will watch 50% more hours per learner, and 69% of them will say that they are making more time to study.[11]
  • Training will be reinforced, with 16% coming from online learning platforms and 11% from outside experts.[11]
  • With 78% of respondents to a poll stating they focused on in-house and short courses, and are still by far the most preferred mode of training delivery.[11]
  • 64% of L&D professionals and 73% of those in North America claim that their executives have prioritized diverse inclusion initiatives.[11]
  • 74% of respondents said they are willing to retrain or acquire new skills in order to keep their jobs in the future.[11]
  • Only 33% of workers strongly agree or agree that the learning options offered to meet their demands for growth.[11]
  • 39% of Millennials strongly agree that they have learnt anything new in the last 30 days that will help them do their jobs more effectively.[11]
  • Organizations with a strong learning culture are 52% more productive and 92% more likely to generate new products.[11]
  • 62% of IT workers reported paying for their own training.[11]
  • Opportunities for professional or career advancement and development are crucial to 87% of Millennials looking for a job.[11]
  • Over 240 billion are spent on corporate training and education worldwide, and up to 14% of that money is spent on technology.[11]
  • In 2020, the degree of outsourcing is anticipated to remain rather stable, with 86% of firms stating that they anticipate little change in this sector.[11]
  • 35% of workers questioned internationally said they have utilized learning initiatives to assist them in discovering new job prospects.[11]
  • 50%–60% of workers take online courses to get the skills they need for their professions.[11]
  • In-house instruction facilitation was conducted 47% internally and 53% externally.[11]
  • 70% of workers feel they lack the skills necessary to succeed in their employment.[11]
  • 40% of businesses use instructor-led classes to offer at least 50% of their training.[11]
  • Compared to other training delivery methods, 32% of major firms are more likely to adopt computer-based or online learning strategies.[12]
  • 49% of survey participants ignored or didn’t pay close attention to their required compliance training.[12]
  • 36% of large firms employ a classroom-based training method, while 34% use a hybrid learning strategy.[12]
  • 34% of workers who left their previous company did so for a higher opportunity for professional progress.[12]
  • Employee training programs that are well planned have a positive effect on their level of engagement, according to 92% of workers.[12]
  • Individuals who underwent leadership training improved their performance by 20% and their learning capacity by 25%.[12]
  • 44% of small firms prefer to provide training in a classroom setting with an instructor present, a practice known as the instructor-led training.[12]
  • 93% of businesses want to develop live online learning for their initiatives.[12]
  • 70% of an employee’s skill development occurs on the job, 20% comes from peers and coworkers, and 10% comes through formal training sessions.[12]
  • 60% of employees started their own skill development last year, showing an unmet need for more knowledge in the workforce.[12]
  • According to 66% of L&D experts, learning and development are expanding as strategic component of enterprises.[12]
  • 15% of those surveyed admitted to rushing through required compliance training without paying attention or reading.[12]
  • 70% of workers are somewhat likely to leave their present position to work for a firm that supports employee growth and education.[12]
  • 42% of businesses want to enhance their learning management system right now.[12]
  • People are 95% more likely to remember information that is provided through video.[12]
  • 88% of businesses report poor user experiences as their main justification for changing learning technology providers.[12]
  • Resilience training has been shown to lower the symptoms of mental discomfort by 30% by focusing on.[12]
  • Phishing was also found to be the most common threat vector, accounting for 83% of assaults.[12]
  • 39% of small organizations utilize traditional classroom instruction, 25% integrate learning methods, and 17% use virtual classrooms for training.[12]
  • 27% of small enterprises employ virtual classrooms and blended learning strategies.[12]
  • A staggering 87% of Millennials indicate that they place importance on professional development and career progression.[13]
  • Companies that provide thorough training programs earn 218% more per employee than businesses without formal training.[13]
  • 74% of the 4,300 employees it surveyed believed they weren’t working to their full potential because of a lack of growth chances.[13]
  • 40% of workers who don’t obtain the on-the-job training, they need to be productive will quit their jobs within the first year.[13]
  • With 87% of Millenials stating that access to chances for professional development or career progression was essential in determining whether they would remain or go.[13]
  • Compared to businesses that spend less on training, these businesses have a profit margin that is 24% greater.[13]
  • Businesses with engaged staff perform up to 202% better than those without them.[13]
  • In the U.S., 41% of businesses predicted that their expenditure on learning management systems would rise.[14]
  • Compliance training is the subject with the greatest adoption of online learning, with 42% of businesses saying that all of their compliance training is conducted online.[14]
  • 76% of workers agree that a firm that provides ongoing training increases their likelihood of sticking around.[15]
  • In this study, 79% of hr executives who were surveyed said that their firm places a strong priority on training and development.[15]
  • 76% of respondents feel businesses should do more to assist the mental health of their workers.[15]
  • When it comes to motivation, 57% say it’s because they like picking up new knowledge and abilities.[15]
  • LinkedIn reported that 79% of L&D professionals anticipated spending more on online learning while 73% anticipated spending less on it.[15]
  • 76% of respondents feel they are more inclined to stay with a firm that provides ongoing training.[15]
  • Finally, 66% of respondents believe that training increases their commitment to their employer.[15]
  • 84% of HR managers believe that creating a learning culture helps improve organizational resilience.[15]
  • Roleplaying is the last sort of training that is underutilized in the workplace, according to 17% of workers.[15]
  • 82% of workers believe training is helpful for their professional growth, and 80% believe it increases productivity.[15]
  • Lack of soft skills is often to blame when a new recruit doesn’t work out, 89% of hiring managers state.[15]
  • Lack of motivation is the biggest barrier to workplace learning, with 33% of workers finding it difficult to remain motivated to finish training.[15]
  • 55% of respondents require extra training to perform better in their professions.[15]
  • 46% of employers provide specialized training to recent graduates who are just starting their careers.[15]
  • 42% of companies have implemented training specifically aimed at facilitating the rehiring of former workers.[15]
  • 64% of HR managers require more funding to provide workers access to online courses, it is difficult for almost half of them to locate training material that meets their demands.[15]
  • 86% of HR executives who were polled believe bridging the skills gap is a crucial training objective.[15]
  • 52% of HR managers encounter opposition when requesting budget approval.[15]
  • 78% of businesses prefer to use internal learning and training initiatives.[15]
  • 32% of those who would like to get their instruction in brief sessions have chosen microlearning.[15]
  • 76% of firms in 2022 concentrate their training efforts on soft skills, often known as behavioral skills and people skills.[15]
  • 54% of the HR experts polled agree that leadership often views L&D as an expense rather than an investment.[15]
  • Over 90% of firms’ top L&D objectives are to reinforce pleasant employee experiences.[15]
  • More than half of HR executives will provide upskilling (59%) and reskilling (55%) training to their staff in 2022, while more than a third currently have both in place.[15]
  • 71% of HR managers agree that they would invest in mental health and wellness training if they had a larger budget.[15]
  • 67% of HR managers who we surveyed agree that the L&D budget rose in 2022.[15]

Also Read

How Useful is Training Development Companies

One of the key benefits of using training development companies is the specialized expertise they bring to the table. These companies are typically staffed with trainers and instructional designers who have extensive experience and knowledge in designing and delivering effective training programs. This expertise allows them to create customized training solutions tailored to the specific needs and goals of each organization. By leveraging the skills and knowledge of these professionals, companies can ensure that their training programs are relevant, engaging, and impactful.

Furthermore, training development companies often have access to the latest technologies and tools to enhance the learning experience. From virtual reality simulations to interactive e-learning modules, these companies can incorporate innovative training methods that engage employees and make learning more effective. By leveraging these advanced technologies, organizations can ensure that their training programs are not only informative but also engaging and enjoyable for employees.

In addition to expertise and technology, training development companies also offer scalability and flexibility. Whether an organization is looking to train a small team or an entire workforce, these companies can tailor their solutions to meet the needs of any size organization. This scalability allows companies to effectively train employees at all levels, from entry-level staff to senior leaders, ensuring that the entire workforce is equipped with the necessary skills to succeed.

Another key benefit of using training development companies is their ability to provide ongoing support and updates. In today’s fast-paced business environment, training needs can change rapidly as new technologies emerge and market trends shift. Training development companies can provide organizations with continuous support, helping them to adapt their training programs in response to changing needs and priorities. This ensures that employees are always learning and growing, keeping pace with the ever-changing demands of the business world.

Ultimately, the value of training development companies lies in their ability to help organizations grow and succeed by investing in their most valuable asset—their employees. By providing employees with the skills and knowledge they need to excel in their roles, these companies empower organizations to achieve their strategic goals and stay competitive in the market. In today’s knowledge-driven economy, investing in employee training is not just a nice-to-have—it’s a must-have for any organization looking to thrive and succeed in the long run.

In conclusion, training development companies play a vital role in helping organizations build the workforce of the future. Through their specialized expertise, innovative technologies, scalability, flexibility, and ongoing support, these companies provide organizations with the tools they need to invest in their employees and achieve their business goals. As companies continue to navigate an ever-changing business landscape, the value of training development companies will only continue to grow, helping organizations stay competitive and succeed in the long term.


  1. clearcompany –
  2. hbr –
  3. linkedin –
  4. research –
  5. teamstage –
  6. whatfix –
  7. aihr –
  8. bls –
  9. forbes ––development-is-now-a-competitive-differentiator-and-how-to-get-on-board/
  10. hrexchangenetwork –
  11. learnit –
  12. myshortlister –
  13. shiftelearning –
  14. statista –
  15. talentlms –

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