Professional Training in Europe A Cegos Observatory Survey conducted

1. Professional Training in Europe • A Cegos Observatory Survey conducted • in Germany, Spain, France, the United Kingdom, Italy and the Netherlands. • A comparison of the viewpoints • of 2,800 employees and 600 HR Directors/Training Managers.

2. 2012 samples 600 HRDs/TMs 2,800 Employees Information collected online in February-March 2012 Business sector Company size (headcount) Company size (headcount) Job category

3. I – Reasons for training A noticeable difference in perception between HRDs and employees

4. HRDs are more likely than employees to perceive the dominant product technology and commercial focus of training courses What topics did the training courses cover? How employees and HRDs rank course focus Employees 1 2 3 4 5 6 7 8 HRD 1 7 5 2 6 4 3 8 Topics covered by the training courses taken Job-specific skills Professional Effectiveness, Communication IT, Office Software, Internet Technical training: company products or services Administration, Finance, Accounting, Purchasing, Logistics, QSE HR, Management, Leadership, Project Management Business, Sales, Marketing Foreignlanguages

5. Reasons for training: employees are more mature than HRDs tend to think What are the main reasons for taking a training course? HRDs/TMs Employees A more fulfilling professional and personal life 3 57% 65% To work more efficiently and effectively 4 65% 54% To enhance employability for internal mobility 49% 48% To qualify for a pay rise 2 58% 46% To qualify for a promotion 1 64% 45% To enhance employability for external mobility 45% 40% To qualify for a diploma 36% 36% 100 75 50 25 0 25 50 75 100

6. In France, the difference between employees' and HRDs/TMs' perceptionsisjust as noticeable c Which of the reasons for taking a training course do you find most motivating? (% of respondents who described this reason as "highly motivating") Employees HRDs/TMs

7. II - Employee satisfaction with training

8. On the whole, employees are happy with their training How satisfied are you, on the whole, with the training courses youtook? (one answer only) Not very satisfied and Not satisfied at all Very satisfied Quite satisfied 47% 63% 10% The highest values ​ depending on the country 31% 61% 8%

9. Training courses are seen as useful and on-target Overall, depending on the training courses undertaken, would you say : Least satisfied Most satisfied 48% 35% 48% 23% 43% 29% 48% 33% 39% 28% 26% 43% 28% 36% % of respondents who replied "Yes, absolutely", only.

10. III - Learning methods: the boom in blended courses and tutoring

11. Tutoring and blended courses are continuing to gain ground Learning methods used by employees: (multiple answers possible) Group course in a classroom Tutoring/Coaching Online distance learning Classroom and distance learning

12. Multi-modal solutions: substantial differences from one country to another, France still lagging behind Learning methods used by employees: (multiple answers possible) 95% 90% 91% 88% 89% 87% 27% 43% 57% 52% 48% 57% 29% 35% 53% 51% 53% 35% 28% 32% 50% 43% 48% 30% Group course(s) in a classroom with a tutor 90% Tutoring - Coaching 47% Online distance learning (e-Learning, virtual classrooms) 43% Blended learning combining classroom and distance learning 39%

13. Employees in every category are satisfied with all methods How well do the different learning methods meet your expectations? Manual/ Office workers Tech./ Supervisors Mgt. 95% 88% 85% 91% 94% 89% 91% 89% 94% 93% 89% 87% 94% 91% 89% 88%

14. Social media not yetmainstream Have you used any of these learning methods over the past three years? Yes: 40% Wikis: 15% Blogs: 15% Communities: 13% Podcasts: 19% Yes 46%

15. Methods such as video conferencing, serious games and mobile learning are catching on What distance-learning methods are used to train employees? (several answers possible) 47% e-Learning modules (46% in 2010) 35% Video conferences (33% in 2010) 25% Seriousgames (23% in 2010) 25% Mobile learning (21% in 2010) Question asked only to employees who had undertaken training

16. Online courses:popular with all categories of employees! How well do distance-learning methods meet your expectations? Manual/ Office workers Tech./ Supervisors Mgt. 95% 93% 87% 93% 94% 92% 90% 89% 93% 92% 91% 87% 94% 92% 90% 89%

17. Younger learners are not necessarily the keenest ‘techies’ How well do distance-learning methods meet your expectations? Under 25 25 to 34 35 to 44 45 to 54 55 and up 88% 94% 92% 82% 96% 92% 88% 90% 95% 92% 92% 91% 94% 91% 89% 92% 93% 89% 92% 88% 94% 92% 90% 89%

18. Employees prefer to be coached (for trained employees)How would you ratherlearn? "on the job" How do you prefer "on the job" training ? on training courses

19. HRDs and TMs tend to prefer multi-modal solutions As HRD, do you expect these learning methods to play a major role in in-company training in the coming years? * « Asolutelyagree" responses only. Highest Lowest 55% 28% 46% 57% 35% 42% 48% 26% 33% 40% 29% 38% 21% 30% 46% 27% 30% 11% 12% 29% 18% 7% 31% 21%

20. IV - Employees' active role in their training plans

21. Employees take the initiative or discuss their training plans with their manager As a general rule, who decides what training courses you take? (several answers possible) I do My manager and I The company The highest values ​ depending on the country 56% 46% 39% 39% 40% 39%

22. Working hours and financing:the context shapes expectations When did the training courses take place? (one answer only) For your training, would you be willing to (several answers possible): Pay all or part of the cost of training? Train outside normal working hours? Trained employees Non-trained 75% 10% 15% 69% 82% 67% 40% 58% 45% 43% 21%

23. V – Most (but not all) companies are very involved in their team members' training

24. HRDs/TMs and employees are mostly satisfied with what their company is doing for training Do you think your company is doing everything possible to: Employees Accurately identify the skills it needs? HRDs/TMs Inform employees of the range of courses available? Build and cement employees' careers? Explain changes in the company's businesses? Enable the manager to monitor the training path and the skills acquired? Accurately establish the training requirements (and seek employees' opinions about what they need)? Yes, definitely Yes, mostly

25. The French and the Dutch are less enthusiastic about their company's involvement Do you think your company is doing everything possible to: Least satisfied Most satisfied 74% 70% 67% 67% 66% 65% 78% 78% 64% 75% 61% 72% 73% 60% 74% 56% 71% 57% 72% 59%

26. Managers' involvement at each stage of the training process: HRDs-TMs and employees have widely differing viewpoints How involved is your manager in your training path? Only respondents who replied "Very involved" Germany 70% 65% 60% 55% 50% 45% 40% 35% 30% UK France Spain Italy Netherlands Very involved according to: The HRDs-TMs The employees Needs analysis Post-course review Support and guidance duringtraining

27. Post-course follow-up is by no means systematic At the end of a training course, are you systematically: Highest Lowest Asked whether you are satisfied with the course? 44% 51% 38% 43% Asked for your opinion on how the course was conducted? 30% 32% 28% 29% Assessed on what you learnt? 30% 36% 26% 27% 0% 10% 20% 30% 40% 50% "Systematically" replies only

28. Recent trends : positive, but perceptions vary from one country to another In recent years, what changes have you seen in the following? "Very positive" and "Quite positive" combined 60% 64% 65% 61% 67% 56% 58% 65% 66% 55% 67% 57% 51% 58% 66% 51% 64% 54% 51% 52% 64% 50% 63% 60% 48% 52% 61% 49% 58% 51%

29. As HRD/TM, what training investments do you think should be made for the near future, and for whom? HRDs give priority to young people and employees with special talent Highest Lowest 54% 23% 33% 47% 32% 46% 15% 40% 18% 39% 18%

30. VI - Focus on untrained employees: a lack of motivation for training

31. A significant percentage of employees do not really feel concerned... We asked employees who had not received training if they knew the reason for this. For over 20% of respondents in the countries: I am not one of the people trained. 21% There is never any training in my company. 19% I do not know why.* 21% 0% 5% 10% 15% 20% 25% * Respondentswhowork for companiesthatemploy over 2,000 people account for most of the ones who do not know why they did not receive training.

32. Untrained employees tend not to see any connection between training and employability Do you think the fact that you have not undertaken any training in the last three years might compromise: Close-up on the groups with the highest % of "not at all compromised" replies: 55 and up 75% 80% Mgt. 65% 71% Staff of >2,000 63% 68% Your chances of being promoted? Your employability? A lot A little Not at all

33. CONCLUSION

34. To move towards 'life-long learning', should we be listening more to employees? • With each successive survey, we have found the employees polled to be increasingly mature in their approach to training, eager to embrace all the learning methods available and aware of the issues at stake • Employees see training first of all as a way to achieve personal and professional fulfilment, then as a way to do their job better • There are a number of watchpoints for HRDs/TMs: • There is a gap between their perceptions of employee maturity as regards training and what the survey findings show. This gap can lead to miscommunication and misunderstandings about the use of training provisions (such as the individual training rights in France, for example) • Some of the untrained employees have clearly been 'left by the wayside' • Blended training solutions are growing in popularity. Here again, clichéd ideas about whether online learning methods are more popular with certain age brackets or certain job categories are shown to be outdated

35. To read more about training... http://www.formation-professionnelle.fr/