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Discover how learning and development and talent leaders are navigating today’s challenges, from aligning with business goals to optimizing resources and measuring impact.
Our comprehensive 2024 LearnOps Industry Report provides you with actionable data on how leading L&D teams are meeting these demands to drive your team’s strategy forward. Download the report to understand emerging trends, benchmark your approach, and prepare your organization for 2025 and beyond.
of L&D teams prioritize improving employee performance and productivity, showcasing a direct alignment with key corporate goals.
of respondents base their investment levels on company priorities, reflecting the strategic emphasis L&D places on supporting overarching business objectives.
of L&D teams cite limited budget and resources as a top challenge in aligning with corporate goals, underscoring a common constraint in driving impactful learning programs.
of respondents feel their team has an ‘Excellent’ level of alignment with business strategy, suggesting room for further integration between L&D and organizational goals.
of L&D teams focus on skill development as a primary objective, emphasizing the importance of workforce capability-building in learning programs.
collaborate through regular team meetings, with spreadsheets and emails still commonly used by 44%, highlighting both collaborative effort and reliance on traditional tools.
report resource constraints as a main challenge in planning, while 45% cite stakeholder engagement, underscoring frequent barriers to effective planning.
determine resources based on program size and scope, revealing a structured approach to resource allocation that is tailored to the demands of each learning initiative.
of L&D teams still rely primarily on learner feedback to assess program effectiveness, indicating a heavy dependence on this basic metric. This suggests that many teams are not progressing beyond entry-level evaluation methods.
of respondents rate their measurement tools as ‘Very Effective,’ with 39% feeling neutral, suggesting room for improvement in measurement capabilities.
of teams report primarily to executive leadership, underscoring the critical role L&D plays in demonstrating value to top-level decision-makers.
of organizations do not report on L&D ROI at all, indicating a significant gap in impact measurement and accountability.
of L&D teams have a formal process for continuous improvement, highlighting a gap in structured methods for ongoing optimization.
of respondents cite limited access to data as a barrier to improving learning programs, suggesting a need for better data collection and analysis tools.
of teams report using advanced analytics to drive decisions, indicating that most L&D teams may not be leveraging data effectively to refine programs and drive impact.
of L&D teams feel they could benefit from more robust tracking and reporting capabilities, underscoring the desire for stronger infrastructure to support optimization.
of respondents plan to improve alignment with business objectives and outcomes in the coming year, underscoring a commitment to making L&D a strategic partner.
of L&D teams anticipate their budget will remain the same, while only 21% expect any increase, suggesting that many teams will need to make impactful changes within current financial constraints.
of respondents have a ‘Very Positive’ outlook for their L&D department’s future, while 43% feel ‘Somewhat Positive,’ showing cautious optimism about the direction of L&D in the year ahead.
of respondents feel prepared to handle future skill gaps, highlighting a potential risk area for organizations needing to stay competitive.
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