Jeremy Blain, Managing Director

Cegos Asia Pacific

Major Learning Trends & Indicators

for 2013 across the Asia Pacific

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Catalogue of “Must-have” Professional Development solutions

Financially stable, private company $240 Million USD in 2011

With continuing double digit growth in China

$25M+ USD Commitment to R&D investment

over past 4 years

Specialised in the Development and Growth of Managers

and their Teams

Interpreting future learning trends,

strategies and tactics, while

developing appropriate content and

tools to engage and excite learners

Cegos Group - Refreshing

Learning and Development

Our journey this afternoon

• A macro view into the market

• The state of training and development across Asia

Pacific

• Country by Country comparisons

• Some challenging conclusions

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The unstoppable World forces

Globalisation Eurozone

shrinkage Debt and

economic

uncertainty The shift of

economic

power to the

East

Technology

advances

X-Border /

Multicultural

Teams

Geopolitical

tensions

Emerging

economies

I-generation /

pluralists

Generation Y /

Millenials

Generation X Baby Boomers Traditionalists

Asia At A Crossroads

• Global economic power shift eastwards

• Mega-economies and Emerging economies

• Changing workforces/different generations working

side by side.

• Cultural shifts

• Talent shift

• A new generation taking more control of their own

learning, growth and destiny

• Faster-track technology adoption.

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The human continues to be the heart of

change and the increasing integration

of new technologies

The rise of new

technologies

Survey conclusions around

APAC learning challenges

• Strong economic growth but challenges remain:

– Lack of skilled graduates / Growing Talent

crunch.

– Leadership pipeline

– War with Talent in some countries?

– Learning leader economies being challenged

-reduced agility and flexibility

– Unleashing the vast learning potential of China.

– Harness the hunger of a new generation

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There is a growing need to invest in

human capital within the Asia

Pacific economy. This survey

shows us what has been achieved

to date and what we still have to do.

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The Cegos Asia Pacific Survey

• 2,639 respondents, 1,350 organizations, 9 countries. In

partnership with STADA.

• First comprehensive pan-Asian study for over 10 years.

• 54% - 34 years of age or younger.

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Survey Headlines

• A strong commitment to training throughout Asia

Pacific (higher than Europe).

• A vocal but increasingly frustrated learner

population. Evidence of lack of dialogue between

learners and HR / Learning professionals.

• Mobile learning leap frogging more traditional

distance learning methods

• Emerging economies impress with their

commitment to training and development

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Country headlines

• China: A learning powerhouse starting to show its potential. An

embracing of technology and management skills.

• Japan/South Korea: Mature markets, technology integration,

internalized – a sign of the China journey to come?

• Australia: A well developed market with innovation seeming to

come from Institutions rather than corporate training specialists

• Hong Kong: A sophisticated marketplace but growing gap between

haves and have-nots?

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Country headlines

• Singapore: Motivated learners, but increasingly not getting what

they need - apparent lack of close connection with HR / Learning

leaders

• Indonesia: Leading the way for emerging markets. One to watch as

a new learning economy

• India: A highly motivated but increasingly disenchanted learner

population.

• Malaysia: A strong training culture largely government funded, but

evidence HR/Learning is not keeping up with demand for

incremental training

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What Our Survey Asked…

• The commitment to training.

• The motivations for training.

• The initiators of training.

• The different forms of training.

• The financiers of training.

• The delivery mechanisms for training.

• The satisfaction levels towards training.

• The information providers on training.

• The HR/L&D role in training.

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Training Commitment and

Motivations

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A Strong Training Commitment

15

Almost 9 out of

10 on average

Skills – The Leading Motivation

16

44%

strong motivation

around personal

development in role –

know how

India – one of the highest

motivations, coupled with highest

level of disconnect

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Who is Initiating Training And

What Type of Training is Most Popular?

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Learners Are Initiating Training

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Conclusions?

• Strong motivations among learners

• Generational trend

• Link between what is provided and

what is appropriate

An increasingly vocal Learner

population – Gap between

Employer and Self Initiated…

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Technical / Management Skills

Lead the Way

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44% of focus is on

personal growth “soft

skills”

Ahead of Europe in

Management Skills and

Business Skills focus

India ahead in Technical Skills

but behind on personal growth;

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• China ahead of everyone in

Management skills and

business skills focus

Who Pays for Training and

Where Does it Take Place?

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Employers Pay for Bulk of Training

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Who Pays? Employers in China,

Govt in Australia, Learners in India

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Where? Australia - The Office

India/Indonesia - In Their Own Time

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What Are The Most Popular

Forms of Training?

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The Classroom Leads the Way but

online learning is more

widespread than Europe

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Other points of note

• The Human touch is as important as ever

• Coaching on the job and group mentoring

used widely

• Blended learning uptake increasing

• The mix of options is the importance…..

Singapore and China lower

uptake of online learning and

blended learning

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More country commentary

• China: Less developed in some areas, particularly coaching and

blended learning, but huge potential for growth and evident commitment

• Singapore: Low blended and online uptake, coupled with low on the job

coaching and group mentoring. Behind HK as a comparative economy

• India: Full adoption of classroom training and close to full adoption of

online learning…but is this driven mainly by a disenchanted Learner

population driving high degrees of informal learning?

• Japan/South Korea: Mature markets – what will happen next?

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What learning tools are in

evidence?

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The Rise of Tablets

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43% actively using mobile

learning….but how much is

aligned, measured and

internally recognised?

May indicate a rising trend

toward informal learning

Singapore and China lowest in terms

of mobile learning adoption

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And yet…..the highest

penetration of mobile devices in

Singapore and China!

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Where Do Learners Go For

Their Information?

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Managers – The Greatest

Information Source. What About HR?

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Less engagement with HR / L&D in Hong

Kong, Singapore & India. Government

bigger role in Malaysia and Singapore

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What Are the Levels of Satisfaction

and What Is the Role of HR?

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Trainer Satisfaction –

Chinese Learners Most Satisfied;

Indonesia Learners Least – India…..

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• Evidence of informal learning

• High degree of satisfaction of

one to coaching / mentoring

as number one Face to Face

delivery mechanism

Is HR / L&D engaging the

potential? A Lukewarm

Response

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• Tell versus ask?

• Lack of

evaluation and

feedback?

So What Do These Results

Mean For Us?

• The Asian training landscape is changing like never before

-A huge industry shift.

• A motivated new generation of hungry learners…waiting to be

engaged internally, involved, and receive the “personalised

learning touch”.

-Appears to be a cross generational mismatch in evidence

• It’s never been more important for HR/L&D to step up to the

challenge, or risk a widening gap between the them and the

Learner community.

• Human touch is as important as ever but technology led formal

and informal learning is relevant and in demand

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The Singapore Enigma

• Singapore today remains one of the world’s most successful

economies, the World Economic Forum ranking Singapore as

Asia’s most competitive economy and second globally behind

Switzerland.

• Furthermore, the Singapore Workforce Development Agency

(WDA) is responsible for funding a number of training

programmes. The infrastructure is in place.

• Many findings from this survey point to the danger of not meeting

expectations of the Singapore learning community from the

angle of “promise making” in training and development terms

and the actual delivery of that promise

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An issue or an opportunity for

Singapore to L&D / HR

professionals to deal with?

• Funding initiatives provided in terms of skills deployment are not

being fully explored

-a wider organisational lack of alignment towards skills development

-true of Small / Medium enterprise in Singapore especially.

-As a result Learners are taking the initiative themselves, but this is

informal, unmeasured and externalised.

• Blended learning or online training low penetration

-According to Carsten Rosenkranz, director of business

development at e-learning service provider Knowledge Platform,

“only about 20% of the 500-plus companies registered on the

Singapore Stock Exchange are using e-learning in an “effective or

advanced way”.

• A growing evidence of the need to focus on training and

development delivery and approach in Singapore.

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THANK YOU

For more information & a survey copy:

Email : jeremy.blain@cegos.com.sg

Mobile : + 65 9069 3291

Facebook: www.facebook.com/cegosapac

Twitter : @learntheplanet

LinkedIn : http://sg.linkedin.com/in/jeremyblain

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