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Table of Contents

Executive Summary

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TABLE OF CONTENTS

Executive Summary

Market Definition

INTRODUCTION

MARKET SECTORS

MARKET POSITION

MARKET TRENDS

Market Size

THE TOTAL MARKET

THE PUBLIC SECTOR

THE PRIVATE SECTOR

Table 1: Private Sector Expenditure on Formal Training (£bn), 1993-1997

Table 2: Public Sector Training Expenditure (£m), 1993/1994-1995/1996

Table 3: Employees of Working Age Receiving Training (000 and percent of workforce), 1988-1997

Table 4: Employees of Working Age Receiving Job-Related Training by Region ( percent), 1996

Table 5: percentage of Working People Receiving Training According to Age ( percent), 1988-1997

Table 6: Employees of Working Age Receiving Job-Related Training ( percent), Spring 1993-1997

Table 7: Proportion of Training Expenditure Spent on Private Sector Trainers by Economic Sector ( percent), 1996

Table 8: Source of Training Fees for People of Working Age Receiving Off-the-Job Training ( percent), 1996

Table 9: Location of Off-the-Job Training Received by People of Working Age ( percent), 1996

Industry Background

RECENT HISTORY

INDUSTRY FRAGMENTATION

TRADE BODIES

Competitor Analysis

THE MARKETPLACE

MARKET SECTORS

MARKET LEADERS

Table 10: Selected Leading Private Sector Training Organisations Supplying Courses in General Management, 1997

Table 11: Selected Leading Private Sector Training Organisations Supplying Courses and Conferences in Accountancy, Finance and Administration, 1997

Table 12: Selected Leading Private Sector Training Organisations Supplying Courses in Quality Assurance, 1997

Table 13: Selected Leading Private Sector Training Organisations Supplying Courses in Marketing and Sales, 1997

Table 14: Selected Leading Private Sector Training Organisations Supplying Courses in Personnel, Employee Relations and Human Resources, 1997

Table 15: Selected Leading Private Sector Training Organisations Supplying Outdoor Courses - Leadership/Team Building, 1997

Table 16: Leading Private Sector Training Organisations Supplying Courses in Information Technology, 1997

Strengths, Weaknesses, Opportunities and Threats (SWOT)

STRENGTHS

WEAKNESSES

OPPORTUNITIES

THREATS

Buying Behaviour

INTRODUCTION

SPENDING AS A percentAGE OF TURNOVER

SPENDING AS A percentAGE OF THE SALARY/WAGE BILL

Table 17: Proportion of Turnover Spent on Training by Sector ( percent), 1996

Table 18: Proportion of the Salary/Wage Bill Spent on Training by Sector ( percent), 1996

Outside Suppliers to the Industry

PUBLISHERS

AUDIO-VISUAL EQUIPMENT

TRAINING VIDEOS

PSYCHOLOGICAL TESTS AND QUESTIONNAIRES

TRAINING THE TRAINERS

RECRUITMENT COMPANIES

Current Issues

STATE OF THE MARKET

REVIEWS OF TRAINING

THE BENEFITS OF TRAINING

GOVERNMENT INITIATIVES

Forecasts

FORECASTS 1998 TO 2002

COLLABORATIVE TRAINING

TRAINING AS BIG BUSINESS

Table 19: Forecast for Private Sector Expenditure on Formal Training (£bn), 1998-2002

Company Profiles

INTRODUCTION

DEFINITIONS

FURTHER INFORMATION

Further Sources

ASSOCIATIONS

PERIODICALS

DIRECTORIES

GENERAL SOURCES

HBI UK INFORMATION SOURCES

GOVERNMENT PUBLICATIONS

OTHER SOURCES

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EXECUTIVE SUMMARY

This report looks at the UK training market. Key Note estimates that private sector spending on training was £15bn in 1997. This figure is a revision of earlier Key Note estimates, following the publication of new figures by the Department for Education and Employment (DfEE) early in 1997. Spending by the Government on the combined education and training of young people and adults as part of its National Vocational Qualification (NVQ) programme amounts to £10.57bn, but only some of this goes on training.

Public sector training covers youth training, retraining for the unemployed and Modern Apprenticeships. Private sector training covers induction training, professional training, management development and the training in special skills, either for specialists or for those in supervisory, administrative or managerial positions. Approximately 15 percent of employees of working age received training during 1997 according to Key Note estimates. A slightly higher percentage of women than men receive training. The percentage of people being trained is highest amongst those in the 16 to 29 age group.

The industry is very fragmented, with relatively few large companies involved. There are few companies with a turnover of more than £50m in this industry, and even those tend to have interests outside training. Training providers may be professional institutions, independent training companies, educational charities, business schools, information technology (IT) companies, publishers or sole proprietors.

Key Note has estimated that the market has grown in value by 7.1 percent in 1997. Despite the growth in demand, pricing has been very competitive with some leading providers experiencing reduced profits. Some providers are holding their prices for 1997/1998 at 1996 levels in order to maintain their market share.

Most training is paid for out of a central training budget, and most companies now try to evaluate their training. The big problem for this industry, as a government-funded report from Leeds University has pointed out, is that there has been little research into the link between training and productivity or profitability.

In the future, the fastest growing sector is going to be IT training, and this will encourage more IT companies to enter this market. In fact, the largest training organisations are already mostly IT based.

Text © 1997 Key Note

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Last updated by Duncan Nottage 11th February 1999