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Editor: Dominic Fenn
ISBN: 1-84168-132-6

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This report covers: general management training, accountancy and finance training, quality assurance training, sales and marketing training, presentation skills training, human resources training, personal development training, outdoor training, information technology training, project management training,

Companies covered include: Barleythorpe Training and Conference Centre, Marcus Bohn Associates, BPP Holdings, Brathay Development Training, BSI Business Solutions, Bureau Veritas Quality International, Chartered Institute of Environmental Health, Chartered Institute of Marketing, Chartered Institute of Personnel and Development, The Coverdale Organisation, Croner Training, Croner CCH Group, Det Norske Veritas, Dove Nest Management Training and Development, Duhig Berry, Eastwood Park Training and Conference Centre, Euromoney Training, Euromoney Institutional Investor, Fielden-Cegos, Forum Europe, Franklin Covey Europe, GBS Training, Hawksmere, Hemsley Fraser training, Huthwaite Research Group, Impact Development training, The Industrial Society, Informatics Investments, Informatics CTEC, Invicta Training, KnowledgePool Training, The Leadership Trust, Learning Tree International, Lloyd's Register Quality Assurance, Marketing Improvements, John Matchett, Midland Group Training Services, Monadknock International, NCC Education, The Oxford Publicity Partnership, PA Management Development, PA Consulting Services, Parity Training, Pera Training, Rievers of Tarset, RRC Business Training, The Rapid Results College, Skillsgroup, Smallpiece Enterprises, Spearhead Training Group, Spring Group, Structured Training, Survive, TACK International, Woodland Grange, WTI,

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Executive Summary

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EXECUTIVE SUMMARY

The UK training market is a complex and lively one. It meets the needs of a disparate group of customers, from government departments and public service organisations to large corporations and small firms. The market breaks down into two sectors: the private sector and the publicly funded sector. This report looks primarily at the private-sector market. Key Note estimates that the private-sector training market was worth around £17.1bn in 2000, having grown by 4.9 percent during the year. The provision of courses in sales and marketing, interpersonal effectiveness, communication and electronic commerce (e-commerce) grew significantly in 2000. Short courses — especially those lasting for just 1 or 2 days — were the most popular of all. Spending on training was highly variable in 2000, in that around 37 percent of firms increased their spending, approximately 23 percent of firms did not increase their spending at all, and around 40 percent of firms reduced their spending. Spending was highest among public service organisations, including health and educational institutions, and it was also very high in the financial services sector. The industry is very fragmented, with suppliers drawn from the worlds of training itself, information technology (IT), management consultancy, professional institutions, publishers and educational institutions. All the major players offer tailored courses, since customers increasingly want courses that will address their specific needs. Put very bluntly, customers buy training from outside when quality of training is uppermost in their minds, and they will provide it in-house — assuming that they have the capability — if cost is more important. Customers buy training largely on the basis of personal recommendation — from colleagues who have been on a training course, from their own experience or from people they meet outside their own organisation. A high profile or a strong public reputation also weigh strongly in the minds of training buyers. Video-based training materials have grown in popularity, as have CD-ROM packages. Books still command a large readership in the training market. A growing number of organisations are now operating with a dedicated training budget, according to The Industrial Society. However, the effectiveness of that training largely depends on how well it dovetails with organisational objectives, and how well the trainee’s manager is involved both before and after the training process. This report highlights some key research on training attitudes and training effectiveness. The future is likely to see two changes: more training based around the Internet and intranets, and a more prescriptive and integrated approach to training adopted by the Learning and Skills Council than was the case with the Training and Enterprise Councils (TECs).

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