ATW TRAINING SOLUTIONS

ATW RAINING SOLUTIONS

TRENDS IN TALENT DEVELOPMENT
SURVEY RESULTS
2016 - 2017
A Note from ATW:

ATW Training Solutions has conducted an annual Iowa Talent Trends Survey since 2007. This
year’s survey was conducted between July 28 and August 12, 2016, with 80 respondents. We
are offering the results of this year’s survey to our talent development and business colleagues.

Sharing of this information with others is highly encouraged. For specific comments on the
survey or observations for the purpose of print or online news articles, contact:

ATW Training Solutions

515-727-0731

1
Participation

This year, ATW partnered once again with the Iowa Society for Human Resource Management
(SHRM), the Central Iowa Chapter of Association for Talent Development (ATD) and New
Horizons Computer Learning Center of Des Moines to make sure the central Iowa talent
development and business community were well represented in the survey. Representatives of
80 organizations completed this year’s survey.

Number of Employees

The chart below shows the size of the organizations participating in the survey with the largest
representation this year coming from companies with 100-499 (38.8%) which is up from 35.9%
last year. Organizations with 500-999 came in with the second largest representation of 21.3%.
Organizations with less than 100 came in at 16.3% followed by organizations with 1,000-2,499
(12.5%) and over 2,500 (11.3%) respectively.

What is the total number of full-time and part-time employees in your

organization?

45%

40% 38.8%

35%

30%

25%
21.3%
20%
16.3%
15% 12.5%
11.3%
10%

5%

0%
Less than 100 100 - 499 500 - 999 1,000 - 2,499 Over 2,500

2
Industry Classification

The year’s survey responses represented 23 industry classifications. While many of the
responses were similar to last year’s results, it is worth noting that Manufacturing (20.0%) came
in second after increasing from 14.5% in last year’s survey. As expected, the Insurance industry
(21.3%) continued to reflect its significant presence in central Iowa even though it is down from
24.4% in last year’s survey.

Select your industry classification:

Insurance 21.3%
Manufacturing 20.0%
Construction 7.5%
Financial/Banking 7.5%
Education 6.3%
Health Care 6.3%
Nonprofit 6.3%
Business Services/Consulting 5.0%
Agriculture 3.8%
Government 2.5%
Utilities 2.5%
Publishing 1.3%
Real Estate 1.3%
Retail 1.3%
Technology 1.3%
Transportation 1.3%
Other (please specify) 5.0%

0% 5% 10% 15% 20% 25%

3
Organizational Role of the Respondents

This year’s survey shows a large Human Resources representation with the role of Human
Resource Manager/Executive coming in with the highest number of respondents at 32.5%
followed by Human Resource Representatives at 16.3%. The number of respondents directly
involved in training, talent development, instructional design or organizational development roles
adds up to 21.2% which is less than the 41.8% surveyed last year.

What is your role in your organization?

Human Resources Manager/Executive 32.5%

Human Resources Representative 16.3%

Operational Leader or Executive 5.0%

Talent Development Manager 5.0%

Organizational Development Leader 3.8%

Talent Development Consultant 3.8%

Training/Education Coordinator 3.8%

Training Manager 3.8%

Finance or Administration Leader 2.5%

Recruiter 2.5%

Trainer 2.5%

Consultant 1.3%

Instructional Designer 1.3%

Training Executive 1.3%

Other (please specify) 15.0%

0% 5% 10% 15% 20% 25% 30% 35%

4
Estimated Annual Average Direct Training Expenditure

This is the second year for this question in our Talent Development Survey. The formula for
calculating the estimated annual average direct training expenditure per employee as defined by
ATD is: Total Direct Learning Expenditures divided by the number of employees.

ATD includes the following items as examples of Total Direct Learning Expenditures:Training
and Development (T & D) salaries and travel costs, administrative costs, and delivery costs
such as facilities, technology infrastructure, outsourced activities and tuition reimbursement. It
does not include the cost of learner’s travel or lost work time while engaged in learning
activities.

Similar to last year’s survey, 31.3% of our respondents indicated they are “uncertain” of their
organization’s average direct training expenditures per employee.

However, 36.3 % estimate their expenditures to be $101-$500 per employee with 11.3%
estimating $501-$750 and 5.0% estimating $751-$1,000 per employee. These estimates remain
very low compared to ATD’s 2014 estimate* of $1,229 per employee. An organization’s size and
industry can impact these estimates.

*Note: ATD’s data shows what was measured in 2014 but reported in their 2015 State of the
Industry Report. 2015 data has yet to be made available and thus not included in this report.

What do you estimate to be your team or organization’s annual average direct

talent development expenditure per employee?

40%
36.3%
35%
31.3%
30%

25%

20%

15%
11.3%
10% 7.5%
6.3%
5.0%
5% 2.5%

0%
$101 - $500 $501 - $750 $751 - $1,000 $1,001 - $1,251 - Over $1,500 Uncertain
$1,250 $1,500

2016-2017 Response Percent 2015-2016 Response Percent

5
Estimated Annual Average Training Hours
Another important factor indicating the overall health of an organization’s T & D program is the
number of training hours used per employee. In 2014, ATD reported an average of 32.4 training
hours per employee.

Central Iowa respondents indicated 18.8% (down from 21.1% in last year’s survey) were still
“uncertain” of the training hours per employee while another 23.8% estimated 0-5 hours per
employee. This was followed with 15.0% estimating 6-10 hours, 11-15 hours and 16-20 hours
per employee. Only 7.6% of our survey’s respondents estimated 31-40 plus hours per employee
which means the vast majority of our respondents see their organization providing far less than
ATD’s national average of 32.4 hours per employee.

How many hours per year do employees in your organization participate in formal
talent development programs?

25% 23.8%

20% 18.8%

15.0% 15.0% 15.0%

15%

10%

6.3%

5% 3.8%

1.3% 1.3%
0.0%
0%

2016-2017 Response Percent 2015-2016 Response Percent

6
Budget
This year’s survey indicates 36.2% of respondents expect budgets to increase (compared to
44.2% last year) while only 1.4 % expect them to decrease by 1%-10%. Respondents (62.3%)
further indicated they expect their training budgets to remain the same in 2017.

Do you expect your organization’s talent development budget in 2017 to:

70%

62.3%

60%

50%

40%

33.3%

30%

20%

10%

2.9%
1.4%
0.0%
0%
Increase by Increase by Stay the same Decrease by Decrease by
1% to 10% more than 10% 1% to 10% more than 10%

7
Training Priorities
The top priority for the coming year is once again, Leadership Training (71.0%). Job specific
Training remains the second priority again at 65.2% which is a slight increase over last year.
Onboarding of New Hires comes in third with 57.9% identifying it as a top priority.

What are the top priorities for your talent development department at this time?
(Check all that apply)

Leadership training

Job specific skills training

Onboarding of new hires

Training to comply with

legal requirements

Safety training

Customer Service Training

Product training

Sales Training

Use of technology

Business Acumen Training

Procedural/Process
Documentation Training

Computer training

Demonstrating value of
training efforts

Business Writing Training

Other (please specify)

0% 10% 20% 30% 40% 50% 60% 70% 80% 90%

2016-2017 2015-2016 2014-2015

8
Training Topics
New Employee Orientation tied for first with Coaching (each at 42.8%) on the Top 5 List of
training topics. Leadership for Emerging Leaders remained in the third place at 38.1%.
Customer Service and Career Development dropped out of this year’s Top 5 positions and were
replaced with Feedback – Manager to Employee and Accountability which took the fourth and
fifth places with each receiving 34.9%.

2012 2013 2014 2015 2016

1 Communication Leadership for Leadership for New Employee New Employee
Skills Emerging Leaders Emerging Leaders Orientation Orientation

2 Leadership Coaching Coaching Coaching Coaching

(Emerging
Leaders)

3 Customer Service Change Customer Service Leadership for Leadership for

Management Emerging Leaders Emerging Leaders

4 Performance Conflict Resolution Interpersonal Skills Customer Service Feedback –

Coaching Manager to
Employee

5 Teamwork Customer Service Change Career Accountability

Management Development

9
Training Topics continued

Here are the fifteen talent development topics that received a response rate of 25% or greater in
this year’s survey.

What talent development topics are you planning to address in 2017?

(Check all that apply)

New Employee Orientation

Coaching
See the revised chart on page 10 of last year’s booklet for a new list of topics with a
responseLeadership
rate offor25%
Emerging Leaders
or greater.
Feedback - Manager to Employee

Accountability

Employee Engagement

Conflict Resolution

Supervisory Skills for New Supervisors

Self-Awareness and Emotional Intelligence

Performance Management

Job Specific Tasks

Relationship Building

Career Development

Interpersonal Skills

Change Management

0% 10% 20% 30% 40% 50% 60% 70%

2016-2017 2015-2016 2014-2015

10
Specific Computer Productivity Skills
This is an optional question that 31 respondents completed. Excel was indicated once again as
the highest computer productivity topic with 58.1% selecting it which is down from 72.9% in last
year’s survey. Outlook was number two with 45.2% selecting it. Word came in next with 35.5%
and PowerPoint at 32.3% for the fourth spot.

OPTIONAL: If providing development on computer productivity skills in 2017,

which specific skills would you address?
(Check all that apply)

Excel 58.1%
Outlook 45.2%
Word 35.5%
PowerPoint 32.3%
Company Specific Applications 22.6%
SharePoint 19.4%
Adobe Products 16.1%
Office 365, OneNote and SAP 16.1%
Access 12.9%
SQL Querying 12.9%
Visio 9.7%
VBA 6.5%
Financial Software 3.2%
Publisher 0.0%
Crystal Reports 0.0%
PowerPivot 0.0%
Project 0.0%
Other (please specify) 12.9%

0% 10% 20% 30% 40% 50% 60% 70%

11
Target Audiences for Training Resources Allocation

Managers (80.0%) came in first with Front Line Employees and Supervisors coming in second
with 68.3% each as the strongest target audiences for receiving training in the coming year.

To whom do you plan to allocate talent develoment resources in 2017?

(Check all that apply)

Managers

Front Line Employees

Supervisors

New Managers

Executives

Professionals

Other (please specify)

0% 10% 20% 30% 40% 50% 60% 70% 80% 90%

2016-2017 2015-2016 2014-2015

12
Target Audiences for Training Resources Allocation, continued

Respondents indicate that Front Line Employees and Managers are expected to receive the
greatest percentage of training resources at 28.3% each. It is worth noting that the percentage
of training resources for Front Line Employees dropped from 32.5% in last year’s survey. New
managers, supervisors and managers all showed increases from last year’s survey.

Which of the following areas will receive the greatest percentage of your talent
development resources allocation in 2017?

28.3%
Front Line Employees

28.3%
Managers

15.0%
Supervisors

8.3%
New Managers

6.7%
Professionals

5.0%
Newly Hired Employees

3.3%
Executives

5.0%
Other (please specify)

0% 5% 10% 15% 20% 25% 30% 35%

2016-2017 Response Percent 2015-2016 Response Percent

13
Delivery Methods
In Iowa, the most favored delivery method continues to be Classroom Instruction (91.6%). This
preferred delivery method is once again in contrast to ATD’s 2014 national results which
indicated only 51% would be delivered via instructor-led classroom. On-The-Job training came
in with a strong second place of 61.6% and Online Course dropped from 61.4% last year to
56.6% this year.

How do you expect to deliver your talent development initiatives in 2017?

(Check all that apply)

Classroom instruction

On-the-job-training

Online course

External conferences,
workshops, seminars

Webinar

Mentor

Self-Study

Teleconference

Videoconference

Gamification

Mobile App (Smartphone and iPad)

Social Media

Other (please specify)

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

2016-2017 2015-2016 2014-2015

14
Allocation of Training Budget Resources
Facilitation/Delivery of Courses at 56.6% is up from last year (49.5%) and continues to be the
largest allocation for training budgets followed by Custom Content Development for Classroom
Instruction at 15.0%.

Which of the following activities will receive the largest portion of your talent
development budget?

Facilitation/delivery of courses

Custom content development

for classroom instruction

Tuition Reimbursement

Purchasing off-the-shelf materials

(books, DVDs, training programs)

Custom content development

of e-learning programs

Assessment of training needs

Survey development

Evaluating the impact of training initiatives

Other (please specify)

0% 10% 20% 30% 40% 50% 60%

2016-2017 2015-2016 2014-2015

15
Outsourcing
This year’s survey indicates the majority of outsourced training budgets will be spent on
Facilitation/Delivery of Courses (71.1%) which represents a 14.25% increase from last year.
Coaching for Executives or Managers came in second at 35.5% with Custom Content
Development for Classroom Instruction at 33.3% coming in the third spot.

Which of the following functions do you plan to outsource over the next 12
months? (Check all that apply)

Facilitation/delivery of courses

Coaching for executives or managers

Custom content development

for classroom instruction

Custom content development

of e-learning programs

Evaluating the impact

of training initiatives

Assessment of training needs

Conducting surveys

Other (please specify)

0% 10% 20% 30% 40% 50% 60% 70% 80%

2016-2017 2015-2016 2014-2015

16
Challenges
We asked the open-ended question, “What are the most significant challenges to implementing
your talent development strategies?” and received 33 responses.

 A number of respondents indicated challenges associated with their organization’s culture

such as a lack of buy-in, managerial support and workloads.

 Others indicated challenges associated with resources like time and budget constraints.

 A few respondents also indicated challenges with identifying and meeting their
organization’s diverse needs because of multiple geographic sites and shift work.

17
Conclusion

The talent development efforts of Iowa based organizations continue to deal with some of the
same challenges as we look ahead to 2017 as we’ve seen in past 2-3 years. Some specific
issues that should be noted:

 An overall understanding of organizational goals and results from an employee

development perspective is critical. Understanding of issues such as hours of
development per employee, budget per employee for development, etc. not only help set
the stage for key activities but provide a platform from which to measure results.

 Front-line employees and managers continue to be the targeted audiences. This mirrors
the past several years where an increased emphasis on front-line employees increased.
Past focus on developing of managers and supervisors is starting to provide
organizations with a solid team of leaders and thus provides an opportunity for focus on
front-line employees in topics such as accountability, teamwork, communication and
customer service.

 Instructor-Led Classroom clearly remains the preferred delivery method for Iowa
companies even as they look at ways to increase their use of additional delivery
methods such as webinars, online learning, and teleconferencing. Increased use of
remote employees will continue to fuel the need for alternative development methods.

 The Onboarding of New Hires which tied for the top spot of training topics to be
addressed in 2017 may imply a continued increase in new hires and need to accelerate
the onboarding process. The low unemployment rate in Iowa makes onboarding and
getting the most from new employees as soon as possible important.

 As some organizations consider internal vs. external talent development resources it

makes sense that organization focus their internal expertise on organization specific
development efforts and use external resources to provide activities such as facilitation
and delivery of what is termed as “soft-skill” courses or coaching and delivery. Another
activity to utilize external resources is the development alternative delivery methods
such as online learning.

 Overall organizations seem to understand the need for development and while most
organizations are not decreasing budgets, most are thinking that budgets will remain the
same which unfortunately doesn’t keep up with other increases in cost of doing business
and ultimately creates a situation where training starts to fall behind.

Detailed Findings
On the following pages you will see the detailed findings from the survey.

18
 Q1 What is the total number of full-time and
part-time employees in your organization?
Answered: 80 Skipped: 0

Less than 100

100 - 499

500 - 999

1,000 - 2,499

Over 2,500

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

Less than 100 16.25% 13

100 - 499 38.75% 31

500 - 999 21.25% 17

1,000 - 2,499 12.50% 10

Over 2,500 11.25% 9

Total 80

19
 Q2 Select your industry classification:
Answered: 80 Skipped: 0

Agriculture

Association

Automotive

Business
Services/Con...

Construction

Education

Entertainment

Financial/Banki
ng

Government

Health Care

Hospitality

Insurance

Legal

Manufacturing

Nonprofit

Pharmaceutical

Publishing

Real Estate

Retail

Technology

20
 Telecommunicati
ons

Transportation

Utilities

Other (please
specify)

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

Agriculture 3.75% 3

Association 0.00% 0

Automotive 0.00% 0

Business Services/Consulting 5.00% 4

Construction 7.50% 6

Education 6.25% 5

Entertainment 0.00% 0

Financial/Banking 7.50% 6

Government 2.50% 2

Health Care 6.25% 5

Hospitality 0.00% 0

Insurance 21.25% 17

Legal 0.00% 0

Manufacturing 20.00% 16

Nonprofit 6.25% 5

Pharmaceutical 0.00% 0

Publishing 1.25% 1

Real Estate 1.25% 1

Retail 1.25% 1

Technology 1.25% 1

0.00% 0
Telecommunications

Transportation 1.25% 1

Utilities 2.50% 2

Other (please specify) 5.00% 4

Total 80

21
# Other (please specify) Date

1 IT 8/10/2016 12:00 PM

2 Professional Employer Organization for many industries 8/1/2016 3:59 PM

3 Performance Marketing 7/29/2016 11:10 AM

4 Distribution 7/28/2016 1:30 PM

22
 Q3 What is your role in your organization?
Answered: 80 Skipped: 0

Change Manager

Consultant

Engagement
Leader

Finance or
Administrati...

Human
Resources...

Human
Resources...

Instructional
Designer

Marketing
Leader

Operational
Leader or...

Organizational
Development...

Recruiter

Talent
Development...

Talent
Development...

Trainer

Training/Educat
ion Coordinator

Training
Executive

Training
Manager

Other (please
specify)

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

23
Answer Choices Responses

Change Manager 0.00% 0

Consultant 1.25% 1

Engagement Leader 0.00% 0

Finance or Administration Leader 2.50% 2

Human Resources Representative 16.25% 13

Human Resources Manager/Executive 32.50% 26

Instructional Designer 1.25% 1

Marketing Leader 0.00% 0

Operational Leader or Executive 5.00% 4

Organizational Development Leader 3.75% 3

Recruiter 2.50% 2

Talent Development Consultant 3.75% 3

Talent Development Manager 5.00% 4

Trainer 2.50% 2

Training/Education Coordinator 3.75% 3

Training Executive 1.25% 1

Training Manager 3.75% 3

Other (please specify) 15.00% 12

Total 80

# Other (please specify) Date

1 Recruiting Assistant 8/10/2016 12:00 PM

2 Director, HR 8/5/2016 8:58 AM

3 Plant Controller 8/1/2016 10:18 AM

4 Learning and Development Specialist 8/1/2016 10:04 AM

5 Director, Recruiting and Hiring 8/1/2016 7:11 AM

6 eLearning Developer 7/29/2016 11:56 AM

7 Benefits Specialist 7/29/2016 11:10 AM

8 Wellness Manager 7/29/2016 10:47 AM

9 Training Specialist - responsible for design, development, facilitation, and result management 7/29/2016 9:59 AM

10 Trainer/Internal Development-Leadership & Organizational 7/29/2016 9:37 AM

11 HR Specialist with Training emphasis 7/29/2016 9:32 AM

12 Sales Manager 7/29/2016 9:31 AM

24
 Q4 What do you estimate to be your team or
organization's annual average direct talent
developmentexpenditure per employee?
Answered: 80 Skipped: 0

$101 - $500

$501 - $750

$751 - $1,000

$1,001 - $1,250

$1,251 - $1,500

Over $1,500

Uncertain

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

$101 - $500 36.25% 29

$501 - $750 11.25% 9

$751 - $1,000 5.00% 4

$1,001 - $1,250 7.50% 6

$1,251 - $1,500 2.50% 2

Over $1,500 6.25% 5

Uncertain 31.25% 25

Total 80

25
 Q5 How many hours per year do employees
in your organization participate in formal
talent developmentprograms?
Answered: 80 Skipped: 0

0 - 5 hrs

6 - 10 hrs

11 - 15 hrs

16 - 20 hrs

21 - 25 hrs

26 - 30 hrs

31 - 35 hrs

36 - 40 hrs

Over 40 hrs

Uncertain

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

0 - 5 hrs 23.75% 19

6 - 10 hrs 15.00% 12

11 - 15 hrs 15.00% 12

16 - 20 hrs 15.00% 12

21 - 25 hrs 3.75% 3

26 - 30 hrs 1.25% 1

31 - 35 hrs 1.25% 1

36 - 40 hrs 0.00% 0

Over 40 hrs 6.25% 5

Uncertain 18.75% 15

Total 80

26
 Q6 Do you expect your organization's talent
developmentbudget in 2017 to:
Answered: 69 Skipped: 11

Increase by 1%
to 10%

Increase by
more than 10%

Stay the same

Decrease by 1%
to 10%

Decrease more
than 10%

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

Increase by 1% to 10% 33.33% 23

Increase by more than 10% 2.90% 2

Stay the same 62.32% 43

Decrease by 1% to 10% 1.45% 1

Decrease more than 10% 0.00% 0

Total 69

27
 Q7 What are the top priorities for your talent
developmentdepartment at this time?Check
all that apply.
Answered: 69 Skipped: 11

Training to
comply with...

Leadership
training

Product
training

Job specific
skills training

Safety training

Computer
training

Onboarding of
new hires

Demonstrating
value of...

Use of
technology

Customer
Service...

Procedural/Proc
ess...

Business
Acumen Training

Business
Writing...

Sales Training

Other (please
specify)

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

Training to comply with legal requirements 37.68% 26

Leadership training 71.01% 49

Product training 20.29% 14

28
 Job specific skills training 65.22% 45

Safety training 26.09% 18

Computer training 8.70% 6

Onboarding of new hires 57.97% 40

Demonstrating value of training efforts 8.70% 6

Use of technology 15.94% 11

Customer Service Training 20.29% 14

Procedural/Process Documentation Training 11.59% 8

Business Acumen Training 13.04% 9

Business Writing Training 2.90% 2

Sales Training 15.94% 11

Other (please specify) 13.04% 9

Total Respondents: 69

# Other (please specify) Date

1 Communications, Reinforcing Culture, and Team Building 8/12/2016 4:50 PM

2 We have a lot of talk about training however no movement towards implementing a successful program. Hopefully this 8/5/2016 9:34 AM
will change.

3 Patient Experience (PX) training Values Adoption training 8/2/2016 12:55 PM

4 Values training 8/2/2016 12:51 PM

5 Investing in a Learning Management System 8/2/2016 9:41 AM

6 customer service 8/1/2016 3:59 PM

7 Develop new ways of learning 7/31/2016 5:11 PM

8 Project Management 7/29/2016 3:46 PM

9 Virtual facilitation training 7/29/2016 2:47 PM

29
 Q8 What talent developmenttopics are you
planning to address in2017? Check all that
apply.
Answered: 63 Skipped: 17

Accountability

Business
Analysis

Business and
Finance Acumen

Business
Writing

Building Trust

Career
Development

Change
Management

Coaching

Computer
Productivity...

Conflict
Resolution

Creativity and
Innovation

Customer
Service

Cross
Functional...

Decision Making

Discipline and
Termination

Diversity

Documentation
of Employee...

EEO and
Harassment

30
 Employee
Engagement

Ethics

Executive
Development

Feedback -
Manager to...

Feedback -
Peer to Peer

Generations in
the Workplace

Goal Setting

Influence

Interpersonal
Skills

Interviewing
Skills

IT Training
(Hardware,...

Job Specific
Tasks

Leadership for
Emerging...

Lean Six Sigma

Meeting
Facilitation

Mentoring

Negotiation
Skills

New Employee
Orientation

Performance
Management

Presentation
Skills

Preventing
Workplace...

31
 Problem Solving

Process
Improvement...

Product
Knowledge

Profession and
Industry...

Project
Management

Relationship
Building

Safety
Compliance...

Sales

Self-Awareness
and Emotiona...

Software

Strategic
Planning

Succession
Planning

Supervisory
Skills for N...

Team Leader
Skills

Teamwork

Time Management

Training
Skills...

Wellness

Written
Communicatio...

Other (please
specify)

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

32
Answer Choices Responses

Accountability 34.92% 22

Business Analysis 3.17% 2

Business and Finance Acumen 4.76% 3

Business Writing 9.52% 6

Building Trust 20.63% 13

Career Development 25.40% 16

Change Management 25.40% 16

Coaching 42.86% 27

Computer Productivity Skills (Microsoft Word, PowerPoint, Excel, Access, SharePoint, Outlook) 12.70% 8

Conflict Resolution 30.16% 19

Creativity and Innovation 12.70% 8

Customer Service 23.81% 15

Cross Functional Collaboration 14.29% 9

Decision Making 12.70% 8

Discipline and Termination 9.52% 6

Diversity 11.11% 7

Documentation of Employee Performance 15.87% 10

EEO and Harassment 14.29% 9

Employee Engagement 33.33% 21

Ethics 6.35% 4

Executive Development 15.87% 10

Feedback - Manager to Employee 34.92% 22

Feedback - Peer to Peer 19.05% 12

Generations in the Workplace 12.70% 8

Goal Setting 20.63% 13

Influence 12.70% 8

Interpersonal Skills 25.40% 16

Interviewing Skills 15.87% 10

IT Training (Hardware, Virtualization, DB, Security, etc.) 4.76% 3

Job Specific Tasks 26.98% 17

Leadership for Emerging Leaders 38.10% 24

Lean Six Sigma 3.17% 2

Meeting Facilitation 12.70% 8

Mentoring 19.05% 12

33
 Negotiation Skills 14.29% 9

New Employee Orientation 42.86% 27

Performance Management 26.98% 17

Presentation Skills 20.63% 13

Preventing Workplace Violence 7.94% 5

Problem Solving 7.94% 5

Process Improvement (Lean, Six Sigma, etc.) 7.94% 5

Product Knowledge 14.29% 9

Profession and Industry Specific 20.63% 13

Project Management 6.35% 4

Relationship Building 25.40% 16

Safety Compliance Skills 9.52% 6

Sales 14.29% 9

Self-Awareness and Emotional Intelligence 26.98% 17

Software 3.17% 2

Strategic Planning 17.46% 11

Succession Planning 17.46% 11

Supervisory Skills for New Supervisors 28.57% 18

Team Leader Skills 20.63% 13

Teamwork 22.22% 14

Time Management 19.05% 12

Training Skills (Train-the-Trainer) 11.11% 7

Wellness 19.05% 12

Written Communication, including email 7.94% 5

Other (please specify) 6.35% 4

Total Respondents: 63

# Other (please specify) Date

1 We don't know yet. 8/5/2016 8:55 AM

2 OSHA 8/4/2016 4:23 PM

3 Compassion Fatigue AIDET (Studer principles) Crucial Conversations/Accountability Reality Based Leadership 8/2/2016 1:27 PM

4 Compassion Fatigue AIDET Rounding Studer Principles Crucial Accountability 8/2/2016 12:53 PM

34
 Q9 OPTIONAL: If providing developmenton
computer productivity skills in 2017, which
specific skills would you address? (check
all that apply)
Answered: 31 Skipped: 49

Word

PowerPoint

Excel

Access

Outlook

SharePoint

Adobe Products

Publisher

Visio

Crystal Reports

Financial
Software

VBA

PowerPivot

SQL Querying

Project

Company
Specific...

Office 365,
OneNote and SAP

Other (please
specify)

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

35
Answer Choices Responses

Word 35.48% 11

PowerPoint 32.26% 10

Excel 58.06% 18

Access 12.90% 4

Outlook 45.16% 14

SharePoint 19.35% 6

Adobe Products 16.13% 5

Publisher 0.00% 0

Visio 9.68% 3

Crystal Reports 0.00% 0

Financial Software 3.23% 1

VBA 6.45% 2

PowerPivot 0.00% 0

SQL Querying 12.90% 4

Project 0.00% 0

Company Specific Applications 22.58% 7

Office 365, OneNote and SAP 16.13% 5

Other (please specify) 12.90% 4

Total Respondents: 31

# Other (please specify) Date

1 InforXA 8/5/2016 10:49 AM

2 Lawson reporting 8/2/2016 1:29 PM

3 GoogleDocs 8/1/2016 10:59 AM

4 Salesforce 7/29/2016 10:49 AM

36
 Q10 OPTIONAL: If providing
developmenton IT skills in 2017, which
specific skills would you address? (check
all that apply)
Answered: 9 Skipped: 71

Application
Development

Software
programming...

Open Source

Cloud Computing

Storage

Database
Management

Virtualization

Information
Security

Hardware/Suppor
t

Infrastructure

Networking

Project
Management

IT Management

DevOps

Other (please
specify)

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

33.33% 3
Application Development

Software programming languages (Java, HTML, Selenium, etc.) 11.11% 1

37
 Open Source 11.11% 1

Cloud Computing 33.33% 3

Storage 33.33% 3

Database Management 33.33% 3

Virtualization 22.22% 2

Information Security 44.44% 4

Hardware/Support 0.00% 0

Infrastructure 11.11% 1

Networking 11.11% 1

Project Management 11.11% 1

IT Management 0.00% 0

DevOps 0.00% 0

Other (please specify) 11.11% 1

Total Respondents: 9

# Other (please specify) Date

1 Agile 8/5/2016 9:35 AM

38
 Q11 To whom do you plan to allocate talent
developmentresources in 2017? Check all
that apply.
Answered: 60 Skipped: 20

Front Line
Employees

New Managers

Supervisors

Managers

Executives

Professionals

Other (please
specify)

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

Front Line Employees 68.33% 41

New Managers 65.00% 39

Supervisors 68.33% 41

Managers 80.00% 48

Executives 50.00% 30

Professionals 50.00% 30

Other (please specify) 3.33% 2

Total Respondents: 60

# Other (please specify) Date

1 Rising stars w/ leadership development 8/9/2016 2:28 PM

2 interns 8/5/2016 9:46 AM

39
 Q12 Which of the following areas will
receive the greatest percentage of your
talent developmentresources allocation in
2017?
Answered: 60 Skipped: 20

Front Line
Employees

New Managers

Supervisors

Managers

Executives

Professionals

Newly Hired
Employees

Other (please
specify)

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

Front Line Employees 28.33% 17

New Managers 8.33% 5

Supervisors 15.00% 9

Managers 28.33% 17

Executives 3.33% 2

Professionals 6.67% 4

Newly Hired Employees 5.00% 3

Other (please specify) 5.00% 3

Total 60

# Other (please specify) Date

1 Rising stars w/ leadership development 8/9/2016 2:28 PM

2 Salesl 8/4/2016 4:36 PM

3 All employees will have opportunities 7/28/2016 4:47 PM

40
 Q13 How do you expect to deliver your
talent development initiatives in 2017?
Check all that apply.
Answered: 60 Skipped: 20

Classroom
instruction

Online course

Teleconference

Videoconference

Mobile App
(Smartphone ...

Mentor

Webinar

On-the-job-trai
ning

Social Media

Self-Study

Gamification

External
conferences,...

Other (please
specify)

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

Classroom instruction 91.67% 55

Online course 56.67% 34

Teleconference 20.00% 12

Videoconference 20.00% 12

5.00% 3
Mobile App (Smartphone and iPad)

Mentor 28.33% 17

41
 Webinar 51.67% 31

On-the-job-training 61.67% 37

Social Media 3.33% 2

Self-Study 25.00% 15

Gamification 6.67% 4

External conferences, workshops, seminars 56.67% 34

Other (please specify) 1.67% 1

Total Respondents: 60

# Other (please specify) Date

1 Internal conferences and meetings 8/2/2016 1:31 PM

42
 Q14 Which of the following activities will
receive the largest portion of your talent
developmentbudget?
Answered: 60 Skipped: 20

Facilitation/de
livery of...

Custom content
development ...

Custom content
development ...

Evaluating the
impact of...

Purchasing
off-the-shel...

Survey
development

Assessment of
training needs

Tuition
Reimbursement

Other (please
specify)

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

Facilitation/delivery of courses 56.67% 34

Custom content development for classroom instruction 15.00% 9

Custom content development of e-learning programs 5.00% 3

Evaluating the impact of training initiatives 0.00% 0

Purchasing off-the-shelf materials (books, DVDs, training programs) 8.33% 5

Survey development 0.00% 0

Assessment of training needs 0.00% 0

Tuition Reimbursement 8.33% 5

Other (please specify) 6.67% 4

Total 60

# Other (please specify) Date

1 Certification in Crucial Conversations and Consulting 8/5/2016 9:01 AM

2 idk 7/29/2016 3:49 PM

3 TBD 7/28/2016 4:47 PM

4 External conferences, workshops, seminars 7/28/2016 3:12 PM

43
 Q15 Which of the following functions do
you plan to outsource over the next 12
months? Check all that apply.
Answered: 45 Skipped: 35

Facilitation/de
livery of...

Custom content
development ...

Custom content
development ...

Evaluating the
impact of...

Conducting
surveys

Assessment of
training needs

Coaching for
executives o...

Other (please
specify)

0% 10% 20% 30% 40% 50% 60% 70% 80% 90% 100%

Answer Choices Responses

Facilitation/delivery of courses 71.11% 32

Custom content development for classroom instruction 33.33% 15

Custom content development of e-learning programs 15.56% 7

Evaluating the impact of training initiatives 13.33% 6

Conducting surveys 11.11% 5

Assessment of training needs 13.33% 6

Coaching for executives or managers 35.56% 16

Other (please specify) 8.89% 4

Total Respondents: 45

# Other (please specify) Date

1 Online content to add to our LMS. 8/9/2016 11:07 AM

2 We are currently looking at conducting everything internally. 8/5/2016 10:52 AM

3 none, done in-house 8/2/2016 1:31 PM

4 idk 7/29/2016 3:49 PM

44
 Q16 What are the most significant
challenges to implementing your talent
development strategies?
Answered: 33 Skipped: 47

# Responses Date

1 Clarity from senior leaders on where to focus efforts as well as middle management support of their employees 8/12/2016 4:54 PM
attending.

2 Time and resources 8/9/2016 2:28 PM

3 Administration/finding time to coordinate and plan appropriate objectives for each of our roles. 8/9/2016 1:26 PM

4 employees in different locations, employees too busy to attend training, justifying cost 8/9/2016 1:20 PM

5 Bui-in and continued support. 8/9/2016 11:07 AM

6 Just making time to get the training completed. 8/8/2016 10:02 AM

7 Creating value added content/materials. 8/5/2016 10:52 AM

8 collaboration with other departments 8/5/2016 9:48 AM

9 Getting the support and buy in from HR manager and executives. 8/5/2016 9:47 AM

10 Since it's new to our organization at a strategic level, our biggest challenge is to get our senior leaders to see the value 8/5/2016 9:02 AM
and invest dollars.

11 Internal resources to determine what's needed. 8/5/2016 8:59 AM

12 Time taken away from day to day tasks. 8/4/2016 4:25 PM

13 Sales/time management. 8/4/2016 3:55 PM

14 Time 8/4/2016 3:39 PM

15 Resources for organizing all talent development needs. 8/4/2016 3:39 PM

16 Lack of Talent Development Resources to manage and deliver tasks. 8/4/2016 3:29 PM

17 We are looking at implementing an LMS. The outcome will have a huge impact, but there will be several pain points 8/2/2016 9:46 AM
along the way, including the time investment which will pull from other initiatives on the wish list.

18 Getting people excited and engaged 8/1/2016 10:10 AM

19 We have three shifts of employees so providing opportunities for second and third shift employees is a constant 8/1/2016 9:24 AM
challenge.

20 filling the spot for employees out of the work location 7/31/2016 5:15 PM

21 training new leaders when they need to gain experience in industry/field in general 7/29/2016 3:50 PM

22 Balancing workload with talent development needs 7/29/2016 2:54 PM

23 Budget and attitude of employees 7/29/2016 2:18 PM

24 Small staff, no dedicated learning and development department. 7/29/2016 1:22 PM

25 Limited budget (nonprofit) Inability to build on previous concepts because supervisors/managers have too pressing 7/29/2016 11:23 AM
and great a workload to practice newly learned techniques/skills. We keep having to come back to the basics.

26 Getting all managers onboard with the training. 7/29/2016 10:59 AM

27 Time out of the work day. 7/29/2016 10:25 AM

28 our lack of a strategic plan that has been articulated from management to the employees working in the talent 7/29/2016 10:15 AM
development area

29 There is no training budget in our area so development of elearning is extremely limited without any software or 7/29/2016 10:01 AM
assistance while facilitating.

45
30 Resources to effectively hold sessions that can involve and engage employees across our multiple locations while also 7/29/2016 9:39 AM
being inclusive of our remote employees.

31 Helping employees carve out the time to participate. 7/28/2016 4:48 PM

32 Employee participation - employees sign up for our training classes and then cancel at the last minute. 7/28/2016 1:12 PM

33 We have offered several leadership classes so for us finding new refreshing leadership topics to help supervisors and 7/28/2016 12:53 PM
manager reflect and grow

46
1114 Aurora Avenue 6200 Aurora Avenue, Suite 207E
Des Moines, IA 50322 Urbandale, IA 50322
515-727-0731 515-255-0220