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Training Market Report 2007
Key Note Publications Ltd, Nov 2007
This Market Report examines the UK training market. In value terms, the market is at best static, but is actually likely to be contacting slightly. Key Note estimates that, in 2006/2007, employer expenditure on off-the-job training amounted to £18.4bn, a decrease of 0.2% on 2005/2006. The majority of this expenditure is accounted for by internal training: Key Note estimates that UK employers spend around £2.95bn annually on external trainers.
This report has been produced at a time when training, learning and development are once again in the public eye. The Leitch Review on Skills was published towards the end of 2006 and various other announcements have been made since then. The Leitch Review's progenitor in 2004 was the then Chancellor of the Exchequer and now Prime Minister, Gordon Brown. One of his first actions as Prime Minister was to split the Department for Education and Skills (DfES) into two ministries, suggesting that he regards education and training as a high priority.
Although training is an exciting industry to be in, it is not hugely profitable; indeed, most firms' training activities barely make a profit. The first reason for this is that the market is static, the second is that the market is oversupplied with providers, and the third follows on from the second point, namely that there are large pressures on prices. This report lists more than 50 leading training firms and organisations, but significant numbers of other organisations could also have been added — there is a vast range of training firms available.
This report also provides an insight into some of the current thinking on training and includes comments from Martyn Sloman, Learning and Development Adviser at the Chartered Institute of Personnel and Development (CIPD), as well as others involved in the industry. It is evident that there are many demands on the training industry's resources and technologies, and that training programmes have to be integrated into an organisation's long-term strategy on the one hand, and day-to-day activities on the other. As such, training needs to be supported, especially by line managers. Numerous surveys show that training is not often supported in this way, meaning that the training underperforms and those funding it are disappointed.
There is some evidence that the use of coaching is increasing (even though the CIPD's survey does not explicitly show this), that blended learning is becoming better understood and that classroom learning is gradually changing and becoming more innovative. Meanwhile, shorter training programmes are becoming more common.
In the future, new ways of using e-learning are likely to emerge and its use may well increase. However, at the same time, classroom learning will not become redundant.
Key Note forecasts that UK employer expenditure on training will grow by between 0.3% and 0.4% year-on-year to 2011/2012.
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