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This special edition Corporate Learning Factbook combines the recently published 2009 Corporate Learning Factbook with a special supplement focusing exclusively on corporate learning trends in the healthcare industry. This 150-page research report is designed to provide healthcare HR, training, and operational executives with detailed benchmark data, trend information, and guidance that can help direct planning and budgeting decisions on employee development.
The 2009 Healthcare Edition is based on an extensive research survey conducted in 2008 in partnership with Training Magazine, along with in-depth interviews with 11 healthcare organizations. The 2009 Healthcare Edition includes a three-year analysis on learning and development spending and staffing, corporate learning programs and program priorities, use of learning technologies, and outsourcing.
The 2009 Healthcare Edition also includes seven cases in point, brief case studies which illustrate key trends and describe best practices. Banner Health, Capital District Physicians’ Health Plan, Lehigh Valley Health Network, and PSA Healthcare are among the organizations highlighted.
Following are examples of the analysis included in this special edition:
- In healthcare, per-learner spending has declined by 41% over the last three years, dropping from $923 in 2006, to $707 in 2007, and to $549 in 2008.
- The per-learner average also declined, but only by 8% over the last three years. Average per-learner spending across all industries was $1,275 in 2006, $1,202 in 2007, and $1,075 in 2008.
- In 2006, the average staff per 1,000 learners ratio was 7.9; this dropped to 7.3 in 2007 and to 4.7 in 2008. The industry average for staffing per 1,000 learners was 7.0 in 2006, 6.7 in 2007, and 6.7 in 2008.
- Healthcare training and education is shifting toward
informal learning, with special emphasis on coaching and mentoring. In addition to being more cost efficient, informal learning is proving to be highly effective in the transference of institutional knowledge and teaching of procedures and practices.
- For instance, in 2006, the average healthcare employee spent 26 hours per year in formal training, compared to only 14 hours in 2008, while programs to facilitate coaching and mentoring rose significantly.
Healthcare provider spending on employee development varies widely.
- High-performing organizations can spend almost 200% greater on development per employee than under-performing organizations.
Why you should purchase this research:
- This research will give you in-depth benchmarks on spending, staffing levels, program allocation, and technology strategy for employee development and training.
- This research will give you the information you need to improve your own healthcare training organization, budgets, and spending.
- This research is filled with best-practices and examples of ways that healthcare providers implement high-impact training programs with limited resources.
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(C) Bersin & Associates, 2009
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