Trends in spending on training: An analysis of the 1982 through 2008 Training Annual Industry Reports

Abstract

This article explores long‐term trends in spending using data compiled from the Training magazine Annual Industry Survey from 1982 through 2008. It builds on literature that proposes spending on training is an investment that yields benefits—and that offers methods for demonstrating it. After adjusting for inflation, aggregate spending on training rose 1.5% between 1986 and 2008. Inflation‐adjusted spending on training staff fell 14%, although inflation‐adjusted spending on outside products and services increased 237%. Spending on training fell in all but two job categories. Findings support the belief that spending on training is falling but suggest that this is a sustained and systemic drop rather than a temporary response to an economic crisis. Also, expenditures on internal training resources have fallen, while spending on external resources has risen. A key limitation of this study is that it relies solely on data from the Training Annual Industry Survey.

Returning the favor: positive employee responses to supervisor and peer support for training transfer

“…With billions of dollars spent annually on work-related training in the world's major economies (ASTD, 2013;Carliner & Bakir, 2010), it is little wonder that human resource development (HRD) literature has moved beyond training provision concern, towards measures that capture training evaluation-related factors including work environment, trainee reactions, learning, behavior change and work-related outcomes (Werner, 2014). Identifying and promoting effective training transfer strategies, in particular, has become a key focus within HRD, for researchers and practitioners alike (Aguinis & Kraiger, 2009;Grossman & Salas, 2011;Tharenou et al, 2007).…”