Globally, training and development activities do vary from region to region for a variety of reasons. Government regulation, economic conditions, educational systems, and technology differ depending on where you live and what kind of industry and infrastructure exist to support the growth of business organizations. Where there are more stable economies with industry and job growth, we are more likely to see greater investment in training and development at the organizational level.

ATD’s research had several important findings. A 2015 study was the first of its kind, so there is no data from which to compare results, but it revealed four notable issues. First, the number of annual learning hours for employees was relatively stable across regions (no statistically significant difference across regions), averaging 34.4 hours annually. Second, there was agreement between all regions that the most important trend in talent management is ensuring there is a strategic link between learning and employee and organizational performance.

Third, respondents in all regions agreed that building a culture that supports learning, training, and development is the most important challenge facing the talent development industry. Lastly, although training content varied across regions depending on regional, local, and organizational needs, managerial and interpersonal skills were seen as important regardless of regional and local needs. The ATD report underscores the importance of considering the three key inputs in our framework for strategic training and development no matter what region of the world the company is situated.

Knowing company strategy, the internal organizational environment, and the external environment is essential to develop a training and development strategy that meets the organization’s need for success. Organizations across the globe believe that training and development is a key variable for organizational success.