AUC School of Business Report: The Corporate L&D Landscape in Egypt

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AUC School of Business Report: The Corporate L&D Landscape in Egypt

The School of Business released the comprehensive Corporate Learning and Development Landscape in Egypt 2023 to offer an analysis on key attitudes and emerging trends in the corporate learning and development (L&D) landscape.

The new edition stands out for three reasons. First, it offers a comparative perspective on L&D perceptions and trends, training needs, provider selection criteria, post-program evaluation and training preferences (see 2022 report).

Second, it expanded the sample to include 40 organizations and more than 300 executive leaders (30% increment) accounting for a total of 12 industries. And third, it addresses the concerns of the learner.

The findings:

  • 63% of study participants have highlighted the necessity for experiential learning and application-based L&D programs
  • L&D professionals are in dire need of effective assessment support to develop efficient training programs
  • Digital transformation emerged as the most prominent trend in this year’s report for the majority of corporations and learners alike
  • The corporate L&D function was the key identifier of training needs in 79% of the studied cases
  • The quality (32%) and the provider’s reputation (24%) were the most important factors considered for selecting training providers

The main finding is a change in the dynamic to identify training needs and format preferences on perception and trends, selection criteria, and evaluation of L&D providers and programs. Most notable, the need for experiential learning and application-based programs (63%) overtook effective assessment support (48%) as the top perceived gap between demand and offer. Most importantly, 60% of corporates felt up to speed with training trends while both corporate and learners identified digital transformation as the leading trending topic.

The selection criteria experienced little change as the indicator quality (32%) took the lead while providers’ reputation (24%) and price (19%) recorded a higher relevance. At the same time, heads of department lost ground over decision-making to top management and human resources departments, providers were shortlisted based on previous experience (36%) and networks and recommendations (33%), and shorter contracting processes (3-4 weeks) experienced a growing demand among multinational and large-size local companies. All indicative of the challenges associated with economic turmoil.

When it comes to the evaluation of L&D programs, corporates showed a marked preference for behavioral & functional assessment of employees by providers (43%) and employee satisfaction survey (34%) as the first took on the share of interest lost on the second method (around 8%). Here, the report highlighted the need for a “heightened collaboration between training providers and their clients.”

The big shifts were perceived in dynamics for identifying training needs and training format preferences. First, the human resources departments/learning & development function (79%) came forward as the most important trigger for identifying training needs. And second, corporate preference for long programs (more than 3 months) increased by 15% in detriment to short programs reaching 45%. Most importantly, corporates and learners coincided in preferring hybrid training over physical training.

Looking forward:

  • L&D departments need to look for quick wins to keep up with the pace of change and work closely with training providers to tailor programsThere is a growing demand for experiential learning and application-based programs with a local flavor
  • Digital transformation, sustainability and digital marketing are highly considered by organizations
  • Corporate strategies included an increase in in-house training, e-learning platforms, and short programs
  • The program’s quality and the provider’s reputation are vital factors in the selection of training providers
  • Corporates viewed post-program evaluation as a key pillar in the L&D engagement process
  • There is a need for more collaboration between trainers and corporates to come up with solutions that are acceptable to both stakeholders

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