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In today’s fast changing technological world, forward-looking companies understand the importance of continuously training and developing their engineering workforce. However, there are many approaches to training and development - including technical, experienced-based and continuing education- and it is not always clear which training/development approach will work best for a particular group of employees.
Best Practices, LLC conducted this research to gather insights and benchmarks around different training approaches such as technical training, experienced-based and continuing education programs. The study also explores innovative training and development approaches cited by research participants as well as case examples from executive interviews. Learning and development leaders can use this research to build and evaluate their technical training programs.
- Study overview, key findings & trends
- Benchmark class demographics
- Technical training for engineers
- Experienced-based training & development programs
- Continuing education programs
- Innovative training & development approaches
- Case examples from interviews
- Rate of technical program eligibility and participation
- Most effective training delivery channel
- Percent companies standardizing technical training content
- Participation and eligibility rates for experienced-based programs
- Types of experience-based opportunities
- Effectiveness rating for experience-based programs
- Participation and eligibility rates for continuing education
- Percent companies reimbursing tuition fee
- Percentage of cost reimbursed different types of continuing education programs for engineers
- Effectiveness rating for training and development approaches for engineering workforce for future technical and leadership needs
SAMPLE KEY FINDING
- Eligibility and Tenure: A large majority of benchmark partners makes their key training programs equally available to all engineers, regardless of their tenure. Interviewed benchmark partners held that mid-late career training is essential to continuously refresh the skills of the workforce so that companies can remain competitive.
- Business Alignment: Savvy training leaders closely align their organizations and programs with corporate business objectives and develop tools and programs that enable them to interact with company management. Metrics that demonstrate training’s impact on helping employees achieve identified core competencies are a powerful way to demonstrate value to senior management. Involving management in defining core competencies also facilitates close alignment.
The research employed a data gathering approach that gleaned quantitative data from 31 executives and managers from 28 leading companies in technology companies across the globe. In addition, 5 executives participated in in-depth interviews.