Definitive guide
Statistics on Training
Training Statistics 2024 – 55 Useful Facts For Startups
Employee engagement is an important aspect entrepreneurs, especially startups, should nurture to ensure company growth, competitiveness, longevity, and profit. Employee development is one of the factors influencing employee engagement. Thus, here are 55 training statistics startups would find most useful.
1. Companies who invest in employee training or development experience 11% more profitability than competition.
According to a 2020 Gallup Survey, companies that have strategically invested in employee development can retain twice as much of their personnel as competitors. The same companies also experience 11% more profitability.
The key, the survey results emphasized, is for companies to make employee development a part of their work culture. Doing so would make employees see a clear career path and not leave the company.
2. 48% of workers based in the United States can be pirated by a competitor company when offered skills training opportunities.
The American Upskilling Study conducted in 2021 showed that almost half of American workers (48%) would move to a new job when it comes to skills training opportunities. While majority of American workers (65%) admit that they evaluate a new job offer based on its provision for upskilling.
3. 60% of employees across the globe are “quiet quitting” when there is no professional growth.
The State of the Global Workplace 2023, released recently by Gallup, highlighted that six in 10 employees (60%) are “quiet quitting.” The report explained that “quiet quitting” happens when the employee is disengaged from work psychologically because they have no supportive bonds in the organization.
Such employees are physically present but mentally absent because they “don’t feel like there’s a lot of room for me to grow internally.” This global phenomenon has affected 9% of the global GDP which amounts to $8.8 trillion.
4. 51% of employees currently employed are always on the lookout for a new job
As per the State of The Global Workplace 2023, more than half or 51% of people who are currently employed are actively looking for a new job. These people do so due to their need for opportunities for development and growth, as well as, increased pay. Improved well-being is the third most important factor behind such a disposition.
5. 41% of employees across the globe see having an engaged work culture as a means to having “a great place to work.”
The State of the Global Workplace 2023 also highlighted that having a culture of employee engagement is one of the main aspects organizations should invest more in. Employee engagement was given more priority by survey respondents (41%) over pay benefits (28%) and wellbeing (16%).
By engagement, Gallup expounded that this pertains to better managers, clearer goals, more opportunities to learn, and more recognition for employees.
6. 94% of employees will resign if the organization they work for does not invest in their development.
A 2019 CNBC report revealed that 94% of employees attested to staying longer in the company they work for if it invested in their training. Opportunities for learning and growth are a primary importance now to employees that businessmen, especially startups need to seriously consider.
7. 27% of Millennials and Gen Zs say opportunities to grow and learn make them happy at work.
The CNBC report also underscored that the new generation of employees, which is comprised mostly of Gen Zs and Millennials, have different workplace priorities than their elders.
Accordingly, the younger generation prefers opportunities for learning and growth in an organization as a means to be happy at work. Gen Zs and Millennials are quick to leave or resign from work once this opportunity disappears or is not present in their workplace.
8. There was a 7% decline in budgets worldwide for talent development in 2023.
Statista surveyed from May 2017 to May 2023 to find out if the budget for talent development continued to increase since the height of the pandemic. Accordingly, talent development across the globe shrunk to 22% in June 2020 from 37% in March 2020 due to the pandemic.
But this quickly increased by 33% in March 2021 and 48% in 2022. Data for 2022 exceeded 2019 budgets by 5% (43%), which was the height of its growth before the pandemic.
There was an increasing recognition of the importance of employee development or training to an organization’s growth and profitability before the pandemic. This pushed budgets for talent development to increase to 27% in 2017 and further grow to 35% in 2018.
But 2023’s budget for talent development has gone down to 41%, lower by 2% to that of 2019’s and by 7% to that of 2022.
9. Companies with comprehensive training programs get 218% more income per employee.
A 2019 report from Forbes revealed that investing in employee development has great rewards. The report highlighted that companies with comprehensive training programs enjoy 24% higher profits than companies with no formalized training. Moreover, the same companies experience 218% higher income for each employee because of their comprehensive training programs. Awesome!
10. In 2022, 65% of the American workforce were not “engaged”.
The State of the Global Workplace: 2022 Report showed that 65% of employees based in the United States were not “engaged”. This meant employees were indifferent–they neither liked nor disliked their jobs, which posed a big risk to productivity.
The report emphasized that managers or business owners must make concrete means of providing employee development. It also requires nurturing positive relationships in the workplace to address this matter.
11. Training expenditures in the United States increased by 0.2% in 2023.
According to the 2023 Training Industry Report, there was a slight increase (0.2%) in training expenditures among companies based in the United States. Data show that training expenditure for 2021-2022 was at $101.6 billion and this went up to $101.8 billion for 2022-2023. The 2023 training expenditures involved 142,829 US-based companies with more than 100 employees.
12. 81% of personnel from Learning & Development departments are helping organizations that aim for a people-centered working culture.
According to the LinkedIn 2023 Workplace Learning Report, most business organizations (83%) are now striving to create a people-centered working environment. These organizations are working hand-in-hand with their Learning & Development (L&D) departments to achieve their goal, which involves designing the entire employee experience.
13. Training expenditures in the United States have increased by 16.21% from 2018.
Based on data from the 2023 Training Industry Report, training expenditures in the United States have increased from $87.6 billion in 2018 to $101.8 billion in 2023. This translates to a 16.21% increase over the last six years since 2018. The US training expenditures have been dwindling during the said period and have only started to pick up again in 2021 when it was $92.3 billion.
14. 89% of professionals engaged in Learning & Development agree that building employee skills now prepares companies for the future of the workplace.
The 2023 Workplace Learning Report highlighted how the pandemic has greatly affected the workplace. It’s primary effect is a major shift in skills set coupled with a disruption in talent and a shortage in skills.
This is on top of skills sets for jobs have been changing since 2015 by roughly 25%. Learning & Development (L&D) professionals then estimate that this change in skills sets will rise to 50% by 2027.
As such, most (89%) of L&D professionals agree on the need to proactively build employee skills as early as now to prepare companies for the upcoming evolution in the workplace.
15. The highest recorded growth for training expenditures in the United States was in 2017 at 32.5% year on year.
Statistics show that the highest growth in US training expenditures was in 2017 when it reached $90.6 billion. This value reportedly was a 32.5% increase from the previous year.
The training expenditures in the United States declined immediately in 2018 (-3.31%) when it was recorded at $87.6 billion. The decline continued in 2019 where US training expenditures was at $83.0 billion (-5.25%).
In 2020, training expenditures for the entire country rose to $83.5 billion (0.602%) before it became $92.3 billion in 2021. The 10.08% increase in US training expenditures from 2020 to 2021 is not even half of that recorded for 2017.
16. There is a 6% increase in the time L&D professionals spent with upper management for better employee experience.
The influence of Learning & Development (L&D) professionals on upper management–executive leadership and the chief human resource officer–show positive progress in 2023. In 2022, 43% of L&D professionals spent time with executive leadership.
This went up to 50% in 2023. While 39% of L&D professionals spent time with chief human resource officers in 2022. This significantly rose by 4% (44%) in 2023. This continuous increase shows a brighter working environment for employee development and overall experience in the workplace.
17. 61.89% of the 2023 total training expenditures was spent on training staff payroll.
Statistics from the 42nd Training Industry Report (2023) detailed that $63 billion (61.89%) of the 101.8 billion total training expenditures were allocated for training staff payroll. The rest of the budget was for spending on outside products and services needed for an organization’s training needs.
18. Only a 1% increase in organizations engaged in the early stage of the skills journey was seen in 2023.
Despite the widespread recognition on the value of upskilling and reskilling, the actual application of initiatives for it in organizations are at a slow momentum in 2023.
Data for 2022 show that 39% of organizations were already in the early stage of their upskilling and reskilling initiatives. Yet this only increased by 1% this 2023, which totals 40%. While organizations in the middle stage of their skills journey increased by 2% from 52% in 2022 to 54% in 2023.
Sadly, a 3% decline was seen for those in the late stage or who were able to accomplish their initiatives this 2023. Data in 2022 showed 5% of organizations were in the late stage and this became 2% in 2023.
19. Funding for U.S. training staff payroll decreased by 3.23% year-on-year in 2023.
The $63 billion recorded 2023 training staff payroll was lower than the $65.1 billion recorded in 2022. This shows a 3.23% decline year-on-year. The decline in training staff payroll started to decline in 2022, which was 5.24% lower to that in 2021 when it reached $68.7 billion.
20. 93% of talent development professionals are primarily dealing with employee retention.
Retaining employees in the workplace is the number one concern of talent development professionals in 2023. This is on top of skills shortages brought in by the pandemic. 93% of talent development professionals admit to this issue.
Accordingly, they are working to address it by providing more learning opportunities in their respective organizations. Data showed that opportunities for career growth and opportunities to learn take up the 4th and 5th reason employees leave the organization.
21. The highest training staff payroll expenditure recorded in the United States was in 2021 at $68.7 billion.
In a span of seven years, the training staff payroll expenditure in the United States has fluctuating at an average of $54.21 billion since 2017. The expenses for training staff payroll began to increase in 2017 (12.4% year on year) at $41.6 billion.
Records show this increased by 12.98% in 2018 at $47 billion and by 10% in 2019 at $51.7 billion. However, the pandemic pushed expenditures down by 17.99% in 2020. Expenditures for training staff payroll started to pick up again in 2021 when it skyrocketed by 62.03% at $68.7 billion.
22. 66% of Millennials and Gen Zs look for career growth and development as motivations for seeking a job.
Based on the 2023 Workplace Learning Report, 35% of Millenials and Gen Zs or those aged 18 to 34 look for career growth opportunities in a company when job seeking. 31% of the same age group look for learning and skills development opportunities in a company when job seeking. Overall, this shows that 66% of Millenials ang Gen Zs desire career and learning opportunities as a motivation when job seeking.
23. The average training spending on outside products and services in the United States over the last seven years is $9.03 billion.
Training expenditures on outside products and services similarly fluctuated since 2017 but at a very minimal rate. In 2017, spending on outside products and services was recorded at $7.5 billion (0.0% year on year).
The said expenditure rose by 46.67% in 2018 at $11 billion but quickly returned to its previous state in 2019. The pandemic surprisingly pushed spending on outside products and services to increase by 42.67% at $10.7 billion.
Surprisingly, this became $8.1 billion in 2021 (-24.3%) and $8.2 billion in 2022 (1.23%). Spending in outside products and services for 2023 climbed by 23.17% when it reached $10.1 billion. 2018’s $11 billion is the highest recorded for training spending on outside products and services over the seven-year period.
24. 55% of job seekers aged 35 and above seek opportunities for skills learning and development in a company.
Data for 2023 show that most job seekers aged 35 to 50+ (55%) prioritize learning and development opportunities for their skills before applying to a company’s vacancy. That’s 29% of job seekers aged 35 to 49 and 26% of job seekers aged 50 and above.
The same age group (35 to 50+) also look for career growth opportunities within a company. This translates to 29% of job seekers aged 35 to 49 and 16% of job seekers aged 50 and above.
25. Small companies were the only type of business that experienced an increase in average training expenditure in 2023 at 24.48%.
According to Training Magazine, the average training expenditure for small companies rose to $459,177 in 2023 from $368,891 in 2022. This reflected a 24.48% increase in average training expenditure for small companies, which was the highest across business sizes.
Midsized companies retained its 2022 average training expenditure for 2023, which is $1.5 million. Large companies, on the other hand, experienced a decrease in average training expenditures in 2023. Records show that large companies incurred an average training expenditure of $19.2 million in 2022 that dipped to $16.1 million (-16.14%) in 2023.
26. 75% of employees will likely stay in their workplace if they are provided will skills expansion and promotions.
Statistics show that most employees (75%) with a two-year tenure at work will likely not leave it if they have experienced internal movement or promotions.
While 56% of those with two-year work tenure who have not experienced any internal movement will likely stay if provided with a clear career path.
Experts say that companies that are people-centric and business-centric retain more employees because they help internal movement. Accordingly, the expansion of an employee’s skills and network is a big factor in retention.
27. Large U.S. companies engaged in services recorded the highest average training expenditures in 2023 at $19.4 million.
Available data show that large companies classified as service organizations had the highest average training expenditures in 2023, totaling $19,408,362 in the United States. Large companies classified as manufacturers or distributors came in second with $16,831,450 average training expenditures in 2023.
Large nonprofits, on the other hand, came in third with $13,545,444 in average training expenditures for 2023. Large retail or wholesale companies had $9,870,909 in average training expenditures, which was not far behind the $9,628,308 incurred by large government or military companies. While large education companies had $3,749,833 in total training expenditures in 2023.
28. 26% of employees worldwide say they learned a new skill after being challenged by their organization.
Many executives prioritize employee motivation and engagement. The said executives support this by also prioritizing internal movement in the company. However, statistics show there is a gap in the intent and what is actually experienced by employees across many organizations.
Data show that only 26% of employees actually learned a new skill after being challenged by their organization. While another 14% were encouraged to create a new carer development plan for themselves. Yet only 15% were encouraged to move to a new role.
29. Midsized service U.S. companies also recorded the highest training expenditures in 2023 at an average of $1.9 million.
Data from Training Magazine show that mid-sized service companies in the United States had the highest average training expenditure in 2023. This was recorded at $1,930,688, which was higher than the $1,360,936 incurred by mid-sized government or military companies for the year.
30. Presentation skills grabbed the #1 spot of the highest growing skills for L&D professionals in 2022.
The top five fastest growing skills globally from September 2021 to September 2022 among Learning and Development (L&D) professionals according to rank are presentation skills, analytical skills, customer experience, operations, and process improvement.
This data show that L&D professionals are also taking a lot of time to undergo training for themselves as their roles in organizations expand. Experts say that L&Ds really should prioritize their own learning so that they would become more visible and influential in their organization.
31. Small companies engaged in manufacturing or distributorship had the largest average training expenditure in 2023 at $644,619.
Of the seven organization types of small companies, those engaged in manufacturing or distributorship recorded the highest average training expenditure in 2023 at $644,619. Small companies engaged in services followed by $481,710 in average training expenditures. While small companies engaged in the government or military ranked third at $370,476.
32. Only 11% of employees are unsatisfied with their employer’s training program.
According to the 2022 Workplace Learning and Development Executive Summary, a very small number of employees (11%) find the training their employers provide unsatisfactory. While most employees (75%) conveyed satisfaction with the training their employers provided them in 2022.
33. 43% of U.S. companies intend to purchase online learning tools and systems in 2024.
According to the 42nd Training Industry Report, almost half or 43% of companies based in the United States will be purchasing online learning tools and systems in 2024. Online games and simulations interestingly come second 41%) to the type of training products and services for 2024 purchase. While 37% of companies intend to purchase business skills training products and services in 2024.
34. The average training expenditure of small U.S. companies engaged in Retail/Wholesale plunged by 46.03% year-on-year in 2023.
Small Retail/Wholesale companies in the United States ranked 4th among organization types for having an average training expenditure of $280,093 allocated in the annual total budget in 2023. This was almost half or 46.0356% lower than that allocated for training expenditures in 2022, which was $519,033.
Compared to 2017, the average training expenditure of small Retail/Wholesale companies decreased by 28.44% in 2023. The plunge in funding is a stark contrast to the 32.60% increase in the average training expenditure of small Retail/Wholesale companies from 2017, which was at $391,429, to that of 2022.
35. 76% of employees find relevance in the training they received for their current work.
In a 2022 research conducted by the Society for Human Resource Management (SHRM), most or 76% of employees say they believe the training they received from their employer has relevance to their current work environment. While 24% pointed out that “their training isn’t relevant to their role” at work.
36. Small Manufacturer/Distributor companies in the United States experienced a 65.32% increase in average training expenditure in 2023.
The average training expenditure of small U.S. Manufacturer/Distributor companies has surpassed its 2017 record for reaching $644,619 this 2023. Historical data for the said industry and type of organization show the average training expenditure for 2017 was $626,056. This plunged by 37.72% in 2022 at $389,917 but climbed again in 2023.
37. 33% of employees prefer quarterly training over monthly training.
The 2022 Workplace Learning & Development Trends Research Report highlighted that only 25% of employees prefer monthly training. Most of the employees or 33%, however, prefer quarterly training.
This is against actual data that show 36% of organizations provide monthly training and another 36% provide training every three months. Surprisingly, 12% of employees prefer ad hoc training despite only 5% of organizations providing it as the need arises.
38. The average training expenditure for small U.S. companies engaged in Education has grown by an average of 46.86% since 2017.
Small educational companies based in the United States remarkably increased in budget allocation for training expenditures by 167.22% year-on-year in 2023. The average training expenditure for 2023 of small educational companies was at $276,130, which was a big jump to the $103,333 of 2022.
The sector’s $390,000 average training expenditure in 2017 declined by 73.50% in 2022, resulting in an average growth of 46.86% over the five-year period.
39. 33% of employees get frustrated from finding the motivation with training.
The Society for Human Resource Management revealed in 2022 that the primary frustration employees have with their employer’s training is finding the motivation to stick with it (33%).
The top two and three common frustrations employees have with training at work are quickly forgetting the training material (25%) and the time they lack to finish the training (25%).
While some (24%) find that the training is irrelevant to their current role at work. There are a few (21%) who find the content of the training provided to them as out of date.
40. In 2022, Learning Management Systems comprised the highest funding among the types of training products and services at 39%.
Companies in the United States across organization types and sizes showed that they intended to purchase Lead Management Systems the most in 2022 at 39%. But this type of training product dropped by more than half in 2023 to 17%.
Online Learning Tools & Systems became a priority among U.S. companies for training products and services in 2023, allocating 43% of the funding for it. Audio and Web Conferencing Products & Systems had the least provision in 2023 at only 3% of training products and services.
41. 70% of employees prefer online or self-paced courses.
Due to the lack of time to finish or complete training, self-paced or online courses have become popular with 70% of employees in 2022. The option of undergoing online or instructor-led training is another popular option for employees (63%) along with instructor-led in-person training (63%).
There are others who opted for a hybrid educational setting (62%). This reflects the reality that 31% of employees prefer to have more control over their training programs.
42. Training expenditures per learner in the U.S. were the lowest in 2023 at $954.
Over the last four years, training expenditures per learner in the United States across organization type and company size shrunk to $954 in 2023. This represents a 20.96% decline year-on-year. Training expenditures per person in the United States were at $1,111 in 2020, $1,071 in 2021 (-3.60% year-on-year), and $1,207 in 2022 (+12.6984% year-on-year).
43. 70% of employees receive “compliance” as the most common training at work.
There are six common types of training employees receive from their employers. These are compliance (70%), soft skills (51%), upskilling (50%), and product training (39%). Employees also commonly receive training for onboarding (365) and for reskilling (36%).
44. Total expenditures per learner among small companies in the U.S. are regaining ground in 2023 at $1,420.
Since 2020, total expenditures per learner among small companies in the United States have been declining at an average rate of 8.59%. Records show that total expenditures per learning in 2020 were $1,678, which declined by 14.60% year-on-year in 2021 to $1,433. This further declined by 2.58% in 2022 at $1,396 and only started picking up again by 1.7192% in 2023 at $1,420.
45. 53% of HR Managers admit facing a skills gap in their company.
In 2022, more than half or 53% of Human Resource Managers stated that they are facing a skills gap in their company. Training employees then, for 51% of HR Managers, is a primary solution to address the skills gap. While hiring new employees is the solution undertaken by some (32%) HR Managers. Leveraging independent freelancers or contractors, on the other hand, are steps taken by a few or 17%.
46. The Hours of Training per Employee in the United States increased by 45.04% in a span of seven years.
In 2016, the Hours of Training per Employee in the United States was 39.3. This increased by 45.04% to 57 hours in 2023 across all companies regardless of size and organization type.
Historical data show that the Hours of Training per Employee in the United States have been increasing since 2016. There was a 21.12% year-on-year increase in 2017 at 47.6 hours. The Hours of Training per U.S. Employee became 64 hours in 2021, reflecting a 34.45% increase to that of 2017.
However, the Hours of Training per U.S. employee started to decline in 2022 at 62 before it further declined by 8.06% in 2023.
47. 59% of companies in 2022 plan to provide upskilling training to their employees.
Upskilling and reskilling are another means of narrowing the skills gap in a company. The popularity of these two methodologies has become widespread such that 59% of companies intend to offer it in the next 12 months. While 36% of companies are already offering upskilling training to their employees.
48. There was a 3.28% decrease in the Hours of training per employee for U.S. small companies in 2023.
Data from Training Magazine show that small companies in the United States provided the most number of training hours to employees in 2023 compared to other company sizes. The hours of training per employee of U.S. small companies was 59 in 2023, which is a 3.28% decrease year-on-year. Accordingly, 61 hours were spent by U.S. companies in 2022 when it came to employee training.
49. In 2022, 92% OF HR managers choose to reinforce a positive employee experience.
The 2022 Workplace Learning and Development Trends Report revealed that the most important training goal for Human Resource Managers in 2022 is reinforcing an employee’s positive experience. 92% of HR Managers agree with this.
88% of HR Managers find building a diverse, equitable, and inclusive workplace as the most important training goal. The other important training goal of HR managers are improving employee engagement (87%). creating a growth mindset (87%), and closing a skills gap (86%).
Building a highly-skilled workforce that’s equipped for change is another important training goal for 86% of HR Managers. At the bottom of the least, 82% of HR Managers find “reducing employee turnover” as other important training goal.
50. 77.77% of soft skills training provided by employers in 2022 exceeded the actual need of employees for it.
Soft skills is a leverage for each employee to be set apart from the rest of the workforce to achieve a sought-after promotion or career goal. Business-wise, it makes happier employees and increased productivity. Companies, as a result, provide soft skills training but fail to do so after asking what employees really need.
The Society for Human Resource Management (SHRM) pointed this out in the results of their 2022 Workplace Learning & Development Trends report. The report highlighted that most or 77.77% (7 out of 9) of soft skills training provided by employers don’t actually meet what employees need creating a big gap in employee satisfaction.
The said soft skills are time management, empathy, critical thinking & problem solving, agility & adaptibility, communication & collaboration, creativity & innovation, and diversity, equity, & inclusion.
Employees actually prefer soft skills training for assertiveness and leadership but organizations provided less of these in 2022.
51. The biggest gap in employee satisfaction for soft skills training was in time management at 19%.
Based on SHRM data, 61% of organizations provided soft skills training in 2022 but only 42% of employees find it relevant or want it. This leaves a 19% surplus or excess in supply for such training as against the actual demand for it.
Soft skills training on diversity, equity, & inclusion had the second biggest gap in employee satisfaction at 15%. Demand for DE&I among employees was only 25% yet 40% of organizations provided it.
Agility & adaptability, on the other hand, was preferred by only 25% of employees but 34% of organizations conducted this in 2022. Thus, creating an 11% surplus.
52. Communication & collaboration ranked 4th among soft skills training provided by employers that employees don’t really need.
More than half of organizations or 54% provided soft skills training on communication and collaboration in 2022. Surprisingly, only 44% of employees favor the training given to them. A 10% gap in employee satisfaction existed because of this since there was a surplus in supply for such soft skills training as against the actual demand for it.
This put soft skills training of such sort in the 4th spot, which follows that of agility & adaptability (11%), diversity, equity, & inclusion (15%), and time management (19%). While critical thinking & problem solving training in 2022 got the 5th spot for having a surplus of 7% (36% demand vs 39% supply).
53. 54% of employees prefer soft skills training on leadership.
More than half of employees or 54% look forward to skills training on leadership yet only 53% of employers provided this last 2022. As such, there was a 1% deficit in supply. Next to leadership, employees are also in need of soft skills training on assertiveness (27%). However only 25% of organizations provided this in 2022, creating a deficit of 2% in supply.
54. The smallest gap in employee satisfaction for soft skills training in 2022 was for creativity & innovation at 3%.
As per SHRM data, 39% of organizations provided soft skills training for creativity & innovation in 2022. The said organizations almost met the demand employees have for the said soft skill, which was 36%.
This meant there was only a 3% gap in employee satisfaction. This is very small compared to the 19% gap in employee satisfaction for soft skills training on time management. While soft skills training on empathy in 2022 showed a 5% gap between employee favorability (21%) and employer provision (27%) for it.
55. 65% of employees prefer to watch videos as part of in-house training content.
Survey Monkey said that videos are the most attractive content preferred by employees for in-house training. 65% of employees said they choose to watch videos when learning something. While 55% still prefer lectures and presentations.
Only 47%, however, find reading short articles during in-house trainings as a preferred choice. Listening to audio recordings is the least preferred content format of employees (25%) when learning something.
FAQs
1. How does one measure training effectiveness?
There are many evaluation metrics one can use to know the effectiveness of a training program. However, this is mostly seen through process measures and learner outcomes. Course completion rates, level of job satisfaction, task performance, and test scores are ways to measure learner outcomes.
While hours of completed training, participant engagement, and trainer satisfaction are some ways to gauge process measures.
2. Is there a way to measure the value of training?
Yes, there is. One way would be to know how long a task is completed by participants before taking the training and after the training. Another is through the Key Performance Indicators (KPIs) that were set prior to conducting the training and seeing if they were actually met.