(888) 335-9545

The issue of improving employee careers and transforming corporate learning has taken center stage, emerging as the second most important trend in Deloitte’s 2017 Global Human Capital Trends survey. Today, a career is a journey of learning, and constant learning is important for business success. For example, data from Glassdoor states that millennials see the ability to learn and progress as the main factor of a company’s employment brand, and forty-two percent of millennials say that they are likely to leave their current position because they are not learning enough at their jobs.

Due to this popularity of corporate learning, KPMG, a global network of professional firms, is looking to build a training facility and conference center in Orlando, FL. The facility will be a $430 million, 800,000 square-foot campus–larger and more expensive than Deloitte University’s $300 million, 700,000 square feet campus. It could bring 80 jobs to Orlando with an average pay of $66,000 per job. KPMG says Dallas and Atlanta are also being considered. The campus will include 800 guest rooms, fitness and outdoor recreational spaces, and several food and beverage venues. KPMG executives from across the country will meet at this campus for extended training.

Further Growth of Corporate Learning

KPMG doesn’t seem to be the only organization within the U.S. to be investing in employee careers and corporate learning. In fact, Forbes reported that spending, with respect to internal training, has increased to more than $70 billion in the United States and $130 billion in the world. Spending on outside products and services went down 6% this year from $8 billion to $7.5 billion, and other training expenses like travel, equipment, and facilities went down to $26.1 billion from $28.7 billion. U.S. companies on average budget 8-10% of their total employee spend on training.

Most companies are also offering employees 32.4 hours of learning per year, which often occurs in instructor-led classrooms (50%) and online self-paced programs (19%). The top five areas of learning content are managerial and supervisory training; profession or industry specific training; mandatory or compliance training; processes, procedures, and business practice training; and new employee orientation. E-learning is the most expensive learning experience to produce, and video learning is the least expensive. However, e-learning is more popular (used 28% of the time).