Posted by Rachael Jones on Nov 2, 2022 9:30:00 AM

What Are the Top Corporate Training Challenges in 2022?

corporate training

Effective training programs have always been crucial for organizations — but in the last few years, training requirements have evolved significantly. Workforces are becoming increasingly hybrid, digital transformation is widespread, and companies are coping with rapid market changes like inflation.

An effective corporate training program can help organizations navigate these changes while boosting employee productivity, reducing turnover, and enhancing workplace culture.

Here are the top corporate training challenges in 2022 and how your organization can address them.

  1. Training efficiently

Even with the convenience of eLearning platforms, organizations still struggle to train their workforce efficiently. The challenge is two-fold. Not only can training programs take time and resources away from an employee’s core tasks, but ineffective training also wastes time in the long term as employees use web searches to address knowledge gaps.

Businesses can avoid wasted time by investing in training programs that integrate with an employee’s existing workflow. For example, training consultants can build custom solutions that allow employees to learn and apply new skills to a real project.

This approach is more efficient and effective than traditional coursework, giving learners practical, applied skills rather than theoretical knowledge — all while getting their tasks done.

  1. Using trends to your advantage

The learning and development (L&D) industry has adopted a variety of trends in recent years. For example, these include the use of technology, data-centric training that leverages corporate databases, and individualized and self-directed learning.

These approaches can offer tools like virtual coaching and provide more personalized learning sessions. However, organizations that adopt these solutions just because they’re new won’t necessarily see effective learning outcomes.

Organizations should consult stakeholders and leadership to determine learning goals and research new L&D technologies that support them. This will help your L&D department get buy-in across the organization and ensure that new learning solutions are actually serving employees.

  1. Integrating soft skills

Many organizations focus on hard skills in their training programs — the skills that employees need to complete tasks. However, soft skills, like emotional intelligence, communication, and accountability, are becoming more valuable for successful ventures. LinkedIn’s Global Talent Trends 2019 report found that 92% of talent professionals believe soft skills are as important, if not more important than hard skills in their workforce.

To ensure that your employees have the soft skills needed to collaborate and drive business growth, invest in training programs that prioritize soft skills as much as technical and practical skills. Evaluate which soft skills are lacking in your business and build a program that provides ongoing soft skill development and support.

  1. Developing skills internally

The cost of hiring a new employee to fill a skills gap is significant for businesses — especially in today’s competitive hiring market. This is why organizations must focus on their internal talent pool to meet new skill requirements.

Your organization can save on hiring talent by investing more in your corporate learning culture. This requires:

  • Performing a training needs assessment to understand employee skill levels and knowledge gaps

  • Consulting with leadership to define learning goals that align with business goals

  • Investing in training programs and consultants to build custom solutions that meet stakeholder requirements

  • Keeping learners engaged

Many organizations struggle to engage employees throughout training. If employees view training as a chore and don’t understand its value, they are unlikely to absorb and apply any new skills. This not only takes away from their everyday tasks but also minimizes your training ROI.

Organizations can address this issue by evaluating skills gaps in their workforce and building a customized training program that addresses them. This will make it easier to market the program to learners, who are more likely to engage if they understand what they get out of the program.

The takeaway

L&D departments have faced myriad challenges in recent years, from adapting to remote workforces to integrating new learning technologies.


If you’re addressing any of these top corporate training challenges, and not sure where to begin? Consider a Training Needs Assessment!

All good training starts with a Training Needs Assessment!

Download three helpful guides and start answering the key questions that will help you identify the true training gaps. 

Training Needs Analysis-1


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