2025年全球学习与发展基准调研报告

2025

Global

L&DBenchmarkSurveyGainvaluableinsights

into

peopledevelopmenttoboostyour

influenceinthefast-paced

business

landscapeSettingthestage

for

2025Weʼre

excited

to

announce

the

secondedition

of

Voxy's

Global

Benchmark

Survey!Thissurveyoffers

professionalsinvolvedinteam

development

keyinsightsinto

howcompaniesacrossvariousindustriesworldwide

are

building

top-notchteamsfortheyearahead.Withskillsevolvingat

blazingspeed,theseinsightswill

helpyoucraftandexecute

atruly

impactful

strategy.The

researchfocusesonthechallenges

professionalsanticipate,thestrategiestheyʼreadopting,and

howthey

planto

measuresuccess.Readytogaininsightsthatcan

positionyou

as

a

stronger

strategicpartnerin

reaching

businessgoals?TABLE

OF

CONTENTSCHAPTER

ONE:

Top

ChallengesWhatarethebiggestobstaclesandcommonpain

points

professionalsface

in

people

development?CHAPTERTWO:

TopStrategiesWhatarethestrategiesthatprofessionalsareusingtoaddress

challenges

and

improve

results

in

2025?CHAPTERTHREE:What’s

happening

inthe

learningspace?Thetypesoftrainingcompaniesareofferingtodayandhowsuccess

is

being

measured.CHAPTER

FOUR:

Looking

aheadTheskillsandtrendsprofessionalsbelievewillshapethefuture

of

organizations.KEY

TAKEAWAYS

AND

ACTIONABLE

STEPSCHAPTER

ONETop

ChallengesNavigatingtheroadblocksAdeepdiveintothe

biggest

obstaclesprofessionalsfaceinpeopledevelopment.Fromassessingandfillingskillgapstopreparingmanagerstolead,and

determining

whatbarriersarestanding

intheirway.Transforminglearningthataddressesbusinesschallengesinto

acontinuous,evergreenprocessembeddedincompanycultureis

oneofthe

biggest

challengestraining

professionalsfacetoday.

Herearethe

topics

professionals

believe

may

present

the

biggest

barriersin2025

and

beyond:Interpersonal

and

intrapersonal

skills

—

like

being

adaptable,

communicating

well,

and

staying

resilient

—

are

key

to

thriving

in

thisfast-paced

environment.Whiletechnologycanmakethingsmoreefficient,it'sthesehumanqualitiesthatreallydriveteamgrowth,

collaboration,andsuccessinreaching

business

goals.#2Buildinginternalcareerpathways#5Aligninglearning

strategytobusinessgoals#1Creatingacultureof

learningand

learningagility#3Improvingcompanycommunication#4SoftskillsdevelopmentA

learningculture

with

noclear

goal

isenergy

wastedInrecentyears,thelandscapeofwork

has

undergoneadramatictransformation.Employeesnowenjoy

unprecedented

autonomyandflexibilityinboththeirworkand

learningenvironments.

However,thisshiftraisesacrucialquestion:Howcanorganizationsensurethatindividualdevelopmentaligns

with

company

objectives?Gartnerʼs

trendreport

introducesanewdivisioninworkdesign:office-centricdesign

(wherelocationisthestablepillarworkrevolves

around)

and

human-centric

design

(wheretheindividualisthestablepillarworkis

built

around).CriticalShiftsandThree

Dimensionsof

Human-CentricWork

Designs

Human-Centric

Design"Theindividualisthestablepillarwedesign

workaround."●

Provide

Flexible

Work

ExperiencesWorkdesignprinciple:Equality

of

opportunity●

Enable

Intentional

CollaborationWorkdesignprinciple:

Innovation

bydesign●

Drive

Empathy-Based

ManagementWorkdesignprinciple:Performance

by

outcome●

Provide

Consistent

Work

ExperiencesWorkdesignprinciple:Equality

of

experiences●

Enable

Serendipitous

CollaborationWorkdesignprinciple:

Innovationby

chance●

DriveVisibility-BasedManagementWorkdesignprinciple:

Performanceby

input

Office-Centric

Design"Locationisthestablepillarwedesign

workaround."Source:GartnerNurturingastrong

learning

culture

ina

human-centricworkplaceTothriveinthisnewera,organizations

should

considerthefollowingstrategies:Implement

supportive

programs:Offermentoringinitiativesthatfosteralignment

betweenindividualcareeraspirationsandcompanygoals.Enhance

accessibility:Makelearningopportunitiesavailableanytime,

anywherethroughasynchronousplatformsand

AI-poweredmicrolearningtools.Balance

technology

with

human

interaction:Whileleveragingdigitalsolutions,ensure

regular

face-to-faceinteractionsthatallowemployeestopracticeandrefinetheir

interpersonal

skills.Inthisevolvingcontext,astrongorganizational

cultureemergesasacriticalfactorforsuccess.Gallup'sresearch

revealsthatcompanieswithrobustculturesconsistentlyoutperformedtheirpeers,demonstratinghigherrevenueandprofitabilityoverafive-yearperiod.Notably,thetopicof

"Creatingacultureoflearningand

learningagility",

which

rankedfourthinlastyearʼsedition

of

our

survey,

is

gaining

evenmorerelevanceasorganizationsincreasingly

recognize

its

importanceinaddressingfuturechallenges.A

learning

culture

goes

beyond

simply

offering

trainingand

development

opportunities

—it

requires

anenvironmentthatencouragesthepracticalapplicationofnewknowledgein

dailywork,

celebrates

progress,embracesvulnerabilityandmistakes,andcreatesspaces

forsharinginsightsandexpertise.Thistypeof

supportisessentialforbuildingacultureof

continuous

and

agile

learningintheworkplace.Whatarethetop

challengesyou

are

facing

right

nowwhen

itcomesto

people

development?Creatingacultureoflearning/

Nurture

learning

agility

30%Building

internal

career

pathways

24%Soft

skills

development

23%Improvingcompanycommunication

23%Aligning

learning

strategy

to

business

goals

19%Training

leadership

teams

18%Increase

employee

productivity

18%Measuring

and

proving

the

impact

of

trainings

18%Assessing

and

closing

skills

gaps

16%Adapting

to

Generative

AI

15%Hard

skills

development

14%Low

engagement

on

trainings

13%Increasingemployee

language

proficiencyTrainingandpreparingteamsonDE&IHigh

employee

turnover

12%Creating

more

accessible

trainings

11%Adapting

to

hybrid/remote

work

7%10%9%A

closer

lookat

the

specificneeds

of

largecompaniesWhile

"Measuringand

provingtheimpactoftraining"

ranks8thoverall,for

professionalsin

largeorganizations,trackingperformanceanddemonstratingROI

jumps

to

the3rd

mostimportantchallenge.Strategicgoalsarisefromprioritizingsoftskillstoeffectivelymanagetheevolving

landscapeofhardskills:aligningtrainingwith

business

needs,

developingleaders,increasingproductivity,measuringimpact,andclosingskills

gaps.These

priorities

ensure

learning

initiatives

arecomprehensiveandcontributetobusinesssuccess.Recentfindingssupportthis:Developingsoftskillsenhances

hard

skill

acquisition.LinkedIn

researchshows

that72%of

executives

value

soft

skills

more

thanAIskills,highlightingtheimportanceofhuman-centriccapabilitiesintoday'scomplex

businessenvironment.本报告来源于三个皮匠报告站（）,由用户Id:349461下载,文档Id:1271988,下载日期:2026-07-06CHAPTER

TWOTopStrategiesHowprosaretacklingthetoughstuffAdeepdiveintothesolutions

and

strategiesthatpeopledevelopmentprofessionals

are

planningtousetoovercomeobstaclesand

thrive

in

2025and

beyond.The

other

top

strategies

involve

deepening

the

focus

on

reflecting

training

goals

in

career

development

plans

and

OKRs,

andimplementingnewtechnologieswithaskills-basedapproach.

This

comprehensive

strategy

ensuresthat

learning

initiatives

are

not

only

aligned

with

organizational

objectives

but

also

tailored

to

individual

career

paths,

fostering

a

culture

of

growth

and

adaptability

acrosstheentireworkforce.Tobuildalearningculturethat

promotescompany

growth,

professionals

planto

invest

in

honingthe

leaders.

Thisfocus

on

leadershipiscrucial,asstrong

leaders

notonly

drive

organizational

success

butalso

inspire

and

motivate

teams

to

embrace

continuous

learning

anddevelopment.#2Continuous

learning#3Align

businessgoalswithindividual

developmentplans

and

OKRs#4Implementnew

trainingtools#5Skills-basedlearning/Upskillingand

Reskilling#1LeadershipdevelopmentprogramsCompanies

investsignificantly

in

leadershipdevelopment;

however,datashowsthatthe

investmentdoes

notalwaysyield

concrete

results.$60BillionAnnualglobalinvestmentinleadership

developmentOnly10%of

leadershipdevelopmentspending

deliversconcrete

resultsSource:Harvard

Business

Review

-Future

Market

Insightscontinually

examines

and

re-examines

the

A

successful

leadership

program

helps

overcome

thesechangingorganizationalcontext.

psychologicalbarrierstoself-improvement.Analytical

skills

development

Leadership

as

a

skill

beyond

rolesThe

ability

to

reflect

and

analyze

Leadership

skills

enhance

work

quality

n

ielel

l

ig

ii

i

i

ng

The

elements

i

c

a

o

ion.l

i

a

al

ibleu

i

l

dmore

of

impactful

一

l

i

i

l

,

chingleadership/

developmentcilasreesmentds

acpnoaepevxceendgepndhnretededanieiwnatoOaaooorkngtwtbratengoacnymtendmatcugtecstratimpaiid,lpositdualsfvregardlessowering

inepgmneheerovyto

drin

antinzatcrnprt

sl

insiokd

the

maderʼs

stys

aaethctasksenhaFlexibility

in

learningWithleaders'

packedschedules,developmentprogramsneedflexibilityandhyper-personalization.Adaptingcontenttoeachleaderʼs

profileandavailabilityenableseffectiveengagementattheirownpace,

ensuring

progressalignedwithpersonal

goals.Focus

on

long-term

growthPrioritizeholisticdevelopmentthatbalancesshort-termwinswithlong-termgrowth,ensuringalasting

impactand

keeping

leadersengagedincontinuous

learning

aswellasorganizational

success.Broader

approachUtilize

the70-20-10rule:

leaders

gain70%oftheirknowledgefromon-the-job

experiences,20%frommentoring,

and

10%from

formal

training.AddressingpsychologicalbarriersSomeleadersstruggletoembracevulnerabilityforgrowth.\

/ContextadaptationAneffectiveleadershipdevelopment

strategyb

CHAPTER

THREETheState

of

TrainingWhatishappeninginthelearningspaceWeaskedthepeopledevelopmentprofessionalswhattypesofprograms

companiesareofferingtodayandhow

theirorganizationsareevaluatingthe

effectivenessoftheirtrainingefforts.Toptraining

programs

inglobalorganizationsHerearethemostcommontrainingprogramsofferedby

organizationsworldwide.Hard

skills

and

technical

training

programs

37%Leadership

training

programs

35%Softskillstrainingprograms

31%Language

training

programs26%Diversity

and

inclusion

programs

22%Mentoring

and

business

coaching

programs

20%Change

management

programs

14%Role-specifictrainingprogramsOnboardingtrainingprogramsRemote

work

training

programs

10%Succession

planning

programs

9%Job

shadowing

programs

7%Internal

and

global

mobility

programs

7%I

donʼt

know

3%31%30%Other

1%None

1%Analyzingthe

mostfrequentlyoffered

programs

byorganizations,wesee

that

they

revolvearoundfive

key

elements:Personalized&inclusivedevelopmentTailoredgrowththrough

languagetraining,mentoring,

coaching,and

role-

specific

programsGlobaladaptabilityTraining

in

language,change

management,

and

remoteworkforan

adaptableworkforceLeadership&communicationEmphasis

onleadershipandlanguagetrainingto

buildstrong

global

communicatorsComprehensive

skilldevelopmentFocus

on

hard

skills,soft

skills,

andlanguageproficiency

forawell-roundedworkforceContinuouslearningcultureCommitmenttoongoingemployeedevelopmentacross

technicalandlanguageskillsHow

professionals

measurethesuccessof

peopledevelopment

initiativesWeaskedprofessionalshowtheydeterminethesuccessof

a

training

program.SatisfactionsurveyPerformancereviewsNew

skills

acquired/Closing

skills

gaps40%29%26%Test

of

knowledge

21%Increased

productivity

20%Engagement

rate

17%Coursecompletion

rateEmployee

retention

ratesNumberof

hours

studied15%13%10%Promotion

rates

8%ROI

calculation

8%Cost

per

trained

person

6%Not

measuring*

5%Internal

mobility

rates

5%*Iamcurrentlynotmeasuringthe

success

of

my

L&D

initiativesHerearethe

top

three

ways

they

assesstrainingeffectiveness,focusingon

satisfaction,

performance,andstrategic

impact:Emphasisonperformance

and

skills:Performance

reviews

(29%)and

closing

skills

gaps

(26%)showthat

professionals

prioritize

skills-basedimprovementsand

real

behaviorchange.Lowadoptionofstrategicmetrics:Metrics

like

ROI

(8%),

promotionrates

(8%),and

internal

mobility(5%)are

underused,

missinga

linkto

broader

businessgoals.Heavy

reliance

onsatisfactionsurveys:with40%

using

satisfactionsurveys,

manyfocusonlearnerfeedback,

butthis

doesnʼtshow

long-termimpactorskill

application.Weasked

professionalstosharetheirviewsonhowthey

ensurethepeopledevelopmentstrategyalignswithboththeorganization’scurrentchallengesandits

future

goals.The

acute

needforalignment

withbusiness

goalsWeanalyzed

andcategorized

alltheresponsesinto

five

key

elements

togainaclear

picture

of

howprofessionalsbelievethisstrategic

alignmentshouldbe

achieved:The

acute

needforalignment

with

business

goalsBusiness

goalsAll

professionaldevelopment

helpsfulfill

business

needsMetricsandsuccessindicatorsBeyondthevanity

metrics:trackstrategic

metricssuchastraining

ROIEmpathyandengagementFocusonthe

humanelementandcatertotoday'scorporate

learnerEfficientcommunicationBettercollaborationacrossdepartmentstoturnlearninginto

resultsAlignmentOrganizationalcultureReflectand

reinforcecompanyvaluesCHAPTER

FOURLookingAheadWhatcompaniesanticipateforthefutureWeaskedprofessionalstoreflect

onthefutureandsharetheirexpectationsforthenext3-5yearsinthefieldofprofessionaldevelopment.Theirinsights

provideaglimpseintotheemergingtrendsthatwillshapehoworganizations

preparetheirteams

fortheevolvingdemandsoftheglobalworkplace.to

either

increase

or

remainthe

same,with

only11.8%anticipatingadecrease.11.8%The

budgetwilllikelydecrease

45.7%

42.5%

88.2%

of

professionalsThe

budget

will

likely

The

budget

will

expect

training

budgetsremain

the

same

likely

increasePros

optimistic

about

the

L&D

budget

for

202520242025202540%202420%202420250%Pros

optimistic

about

the

L&D

budget

for

2025Compared

to

the

previous

survey,optimism

has

risen

significantly.

In

2024,33%of

professionalspredicted

an

increase

in

training

budgets,while

this

figure

jumped

to42%for

2025.60%The

budget

will

likely

The

budget

will

likelyincrease

remain

the

sameThe

budgetwill

likelydecreaseThe

skills

tolead

amidst

high-speed

changeWhenaskedaboutwhich

soft

skillshumandevelopment

professionalsbelieveteamsshould

masterinthenext3-5years,

leadership

tops

the

list,followedbyeffective

communicationandchange

management.Leadership

35%Communication

33%Change

management

32%Collaboration/Teamwork32%Use

of

new

technologies

30%Data

analysis

28%Emotional

awareness/intelligence

25%Project

management

24%Time

management

23%Creativity

21%Self-direction/Active

learning

20%Presentationskills12%Socialinfluence12%Other

language

proficiencyCulturalintelligenceEmpathy

18%Flexibility/AdaptabilityDecision

makingActive

listeningConflictresolutionProblemsolvingCriticalthinking30%30%24%24%22%22%14%14%A

closer

lookat

the

specific

needs

of

large

companiesWhenwefocuson

largecompaniesspecifically,theabilitytolearn

and

adapttonewtechnologiesemerges

as

the

top

skill

For

theseorganizations,

mastering

newtechnologiesisa

critical

necessity,enabling

rapidadaptationto

market

shiftsandthescalability

neededforglobal

operationsProblemsolvingDataanalysisCriticalthinkingCollaboration/TeamworkChange

management14%14%14%14%14%Decision

makingProject

managementFlexibility/Adaptability12%12%12%Whichsoftskillsdoyou

believewill

be

necessary

for

yourteamsto

master

inordertosucceed

over

the

next

3-5years?EmpathyOtherlanguage

proficiencySocial

influencePresentationskills7%7%6%6%Communication

15%Emotional

awareness/intelligence

13%Creativity10%Active

listeningConflictresolutionTime

managementCultural

intelligenceSelf-direction/ActivelearningUse

of

new

technologiesLeadership9%9%9%16%16%8%8%The

unlimited

budgetwishlistWeinvited

professionalstoimaginewhichtraininganddevelopment

initiativestheywouldimplementwith

unlimited

resources,ifbudgetwere

not

an

issue.

Thegoalistoidentifythetrendsthataretopofmindforthese

professionals.

Herearesomeoftheinitiativesthat

were

mentioned:Dream

big:"Amixof

face-to-facetraining,e-learning,AI,andasynchronousmaterial""Artificialintelligenceprograms"

"Trainingonartificialintelligence""AIsolutionstopersonalizelearningexperiences""Use

virtualandaugmented

reality

forimmersivetrainingandpracticalsimulations""VR

forsafetytraining""Gamifiedtraining""Performanceassessmentsystem

fullyintegratedwithAI""Blendedlearning

(different

formats,channels,durations)""Coaching

fortheleadershipteam""Potentialassessment""Definitelysomethingabout

corporatecommunication""OKR

definitionanddevelopment""Skillmanagementproject""Growthpath

foreachemployee,focusingmainlyonpersonalgrowthandsoftskillsdevelopment""Strengtheningsalesskills""In-persontraininginsoftskills""Hiringconsultants""Jobrotation

worldwide""Work-lifebalanceprograms""In-personmeetings

forleadersandteams""Expansion

of

thementoringprogram""Experiencesabroad""Corporateuniversityprogram""Languagetrainingprograms""Partnership

withtop-level

academicinstitutions""Developourown

courses""Startingalearningcommunity""Giveemployeesa

bonus

if

theycompletetheirtraining"Skills

&Development:Technology

&

Innovation:Programs

&Experiences:How

pros

keeptheir

edgeProfessionals

prioritizeevents,whetheronlineorin

person,

astheirtopchoiceforstayinginformedonthe

latest

peopledevelopmenttopicsandtrends.Webinars

57%In-person

events

53%Youtube

videos

36%Podcasts

36%Linkedin

posts

33%Newsletters

28%Books

27%Blog

posts

14%KeyTakeaways

and

ActionableStepsOne

of

the

greatest

challenges

for

training

professionals

today

istransforming

learning

into

a

continuous,evergreen

processthataddresses

businesschallengesand

becomesdeeplyembeddedin

company

culture.To

foster

a

learning

culture

that

drives

company

growth,

manyprofessionals

are

focusing

on

leadership

development

as