U.S. L&D Report: 2018: Benchmark Your Workplace Learning Strategy

How are companies across the US tackling learning and development? Find out how much they're spending, what kind of training they're prioritizing in our L&D Report 2018.

Are you curious about how other companies are approaching their workplace learning strategy? We surveyed L&D professionals across the U.S. to ask them about where their focus lies in 2018 to identify trends and patterns of high-performing departments.

In addition to our 15-page benchmarking survey results, we interviewed L&D professionals from companies who have been recognized for their innovative practices in incorporating technology, measuring the impact of training, and building learning cultures to help inspire your strategy.

Learn what learning professionals at companies like Getty Images, Johnson & Johnson, Fidelity Investments, Farmers Insurance and more are doing to give their company an edge.

This report is made available free-of-charge due to the generous support of our sponsors: Association for Talent Development and Columbia Business School Executive Education.

What's included?

  • The employee training budgets, training topics, and training methods of U.S. companies in 2018.

  • Practical advice from L&D leaders to help you adopt new technologies, nurture a learning culture and measure and promote the value of workplace learning.

  • How learning professionals rate the executive engagement in learning, how they assess the impact of training and more!

U.S. L&D Report: 2018
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What people are saying:

The learning and development industry is evolving rapidly. It’s critical for all organizations to stay on top of what’s working, and to know how to make learning programs as effective as they possibly can be. This report contains valuable insights that will help us stay at the top of our game as we design high impact solutions for our clients.

- Katy Tynan, Talent Strategy and Organizational Development Consultant

Liteskip Consulting Group

This is a great overview of the 2018 L&D landscape and why it benefits organizations to provide more professional training opportunities for employees. Keeping employees engaged is key in keeping turnover low so it makes a lot of sense to spend a little more on L&D now and save more in the long run in replacement recruiting/hiring.

 - Disaster Recovery Institute International

For the second year in a row, our team has used a findcourses.com report to guide our strategic approach for the coming year. As a training provider, no other industry report speaks to our needs the way this one does.

- Greg Owen-Boger, Vice President

Turpin Communication

The 2018 L&D report was very informative regarding industry trends, particularly with respect to the continuing focus on measuring results in ways that can cost-justify investments in training. The report is further evidence that the market is demanding more evidence-based rationale for training expenditures and is therefore supportive of vendor strategies that integrate metrics in individual or group assessments as well as developing sustainment activities which reinforce learning. It will be a great supporting piece for us to provide as part of our marketing materials.

- Cliff Chirls, Managing Partner

Effectiveness Institute

Having brought BIFM training in-house to sit under BIFM Academy, the findcourses L&D report comes at a particularly useful time for us. We’ve always known that learning and development is paramount for the advancement of the Facilities Management industry but the report has highlighted the importance of measuring the business impact and ROI of high quality, expert-led training. In particular, we have undeniable proof that it is the companies that instil a learning culture that outperform, and know that oftentimes, the big impact story means more than statistics, figures or marketing direct from the training provider – word of mouth and stories of successful development of people are really worth their weight in gold in driving home the importance of investing in your people.

- Fraser Talbot, Head of Professional Development


Thank you to our sponsors:


Columbia Business School


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