The single biggest driver of business impact is the strength of an organization’s learning culture.

- Josh Bersin, Principal and Founder, Bersin by Deloitte

Insights from LinkedIn’s Workplace Learning Report

TOP 2017Workplace Learning Trends

69%are expecting a budget increase this year

of L&D pros say that talent is the number one priority at their companies

27%

Organizations are Investing More in Talent Development

Talent development is top of mind for organizations

of learning professionals say L&D is centralized

of learning professionals say L&D is decentralized

L&D is a Highly Varied Function

L&D di�ers across organizations—there’s no gold standard

⅔ ⅓

5L&D Professionals See Room for Improvement in Their Own Programs

of L&D pros surveyed have a “seat at the table”

organizations are starting to incorporate video-based online training into their cultures

of L&D professionals surveyed were willing to recommend their own L&D programs to peers25%

60%

70%

The average shelf life of job skills is less than

Proving Value to Learners is Equally Important—and Equally Challenging

When modern learners engage

at the point of need

in the evenings and weekends

at their o�ce desk when alerted to updates

on the way to and from work

52% 47% 42% 30% 27%

5years

Business impact is the #1 measure desired by CEOs, only 8% currently see the business impact of L&D

ROI is the #2 measure desired by CEOs, only 4% currently see the ROI of L&D

Developing Employees is Important to Executives, but Proving Business

Value is Challenging

Leadership craves impact and ROI data

of executives agree there is a skills gap in the U.S. workforce

92% 90% of L&D pros agree that developing employees is top-of-mind for the executive team

80%

8% 4%

of executives say that L&D programs would help close the gap

The cost of replacing an employee is 50-250% of their annual salary + benefits

Annual Salary + Benefits

Cost to Replace an Employee

250%50%