80+ Corporate Training Statistics that Matter for 2026

Want to future-proof your L&D strategy? These 2026 training stats aren’t just numbers – they’re the insights every corporate learning leader needs to stay ahead.

The world of corporate L&D is transforming rapidly as organizations rethink how they build skills and deliver training that drives performance. But now, the focus is shifting toward creating richer, more engaging training programs that blend technology with human connection.

While technology remains crucial for scalable learning, many companies are discovering that quality training isn’t just about accessibility; it’s about effective learning experiences that drive results.

From AI-supported learning paths to the return of small-group workshops, today’s leading organizations are combining digital convenience with the personal touch of instructor-led training. The corporate training market is evolving into a strategic growth driver, emphasizing depth, collaboration, and measurable results.

As 2026 unfolds, expect to notice an increase in high-quality corporate training experiences focusing on upskilling and reskilling, leadership development, and using L&D as a key part of business strategy overall.

1. L&D will be critical for Overall Business Success in 2026

Why it Matters:
In today’s competitive and rapidly changing environment, companies that prioritize employee training and development will gain a critical advantage. Effective L&D drives higher employee engagement, retention, and adaptability. Leaders increasingly view training not as a cost center but as a strategic investment in business resilience and talent retention.

Retention & Turnover

• 4 in 10 employees would quit their jobs if the company offered no opportunities for learning or growth, according to a Randstad study
• 94% of employees say they would stay at their company longer if there were opportunities for continued learning and development.
• 90% of organizations are concerned about employee retention and rank providing learning opportunities as their main retention strategy.
• 57% employee retention rate was found among companies with a strong learning culture, roughly double that of companies with only a moderate learning culture (27%).

Talent Development & Engagement

• 83% of companies say it’s crucial to develop leaders at all levels, yet less than 5% have implemented development programs across all levels.
• 69% of Millennials are concerned that their workplace doesn’t develop their leadership skills.
• About 70% of workers overall report that learning new skills improves their sense of connection and loyalty to their employer. Providing clear development paths helps attract candidates and keep them engaged once hired.

Business Performance

• 17% more likely to be market share leaders and have higher profit margins when a structured professional training pathway is in place.
• 72% of global CEOs said they are investing in upskilling their workforce to gain a competitive advantage. They recognize that human capital development directly impacts innovation, customer experience, and execution of business strategy.
• 49% of executives worry that a lack of skilled talent in leadership skills, technical expertise, and new technologies is impeding the achievement of key business strategies.
• 88% of organizations are worried about losing talent, and most are leaning on L&D programs to incentivize people to stay.

Filling Skills Gap with Upskilling

• 63% of employers cite skills gaps as the biggest barrier to business transformation in the coming years.
• Financial skills gaps and new technology skills gaps, as seen in mining and biotech, are some of the most common forms affecting the top industries today.
• 39% of workers’ current skills will be outdated by 2030.
• 85% of organizations plan to increase their investment in upskilling employees through 2025–2030.
• 76% of L&D leaders, such as training directors and chief learning officers, now view continuous skills training as “a cornerstone of business resilience.
• Learning has become the leverage for retention. LinkedIn’s 2024 data stated that providing learning opportunities was the top strategy for retaining employees.

Training Budget Increases

• 90% of organizations kept their training budgets the same or increased them from the previous year.
• 11% of companies cut back on L&D spending, marking a shift in chief learning officers and executives alike treating training as a “must have” rather than discretionary spend.
• 24% higher profit margins for companies that invest more in quality training experiences and guided skills training than those that spend less.
• 78% of business leaders now see the growing skills gap as a major risk to their organization’s future.
• 59% of workers will require significant new training by 2030 to meet evolving job requirements. Organizations that can rapidly upskill employees and train new leaders will respond faster to change (versus those that rely only on external hiring) will respond faster to change. (Source: World Economic Forum [4])

What this Means for ILT & vILT:

ILT is the Answer for Business Objectives in 2026

Instructor-led training can directly support and strengthen training objectives by delivering focused, high-impact upskilling.

Unlike eLearning, ILT allows leaders and experts to mentor employees face-to-face, discuss career paths, and build interpersonal connections, all of which reinforce an employee’s sense of being valued. This facilitator-to-learner approach is not only important for employee development and retention but also for business expansion.

Training as a part of corporate strategy can help strengthen partnerships within a corporation’s overall extended enterprise learning programs, such as its customer training and franchise training programs.

2. Corporate Training’s Love for eLearning

Why it Matters:
The landscape of corporate training has transformed rapidly in recent years. It goes without question that the vast majority of employee training programs are delivered online via eLearning and other digital formats.

Despite the ease of deploying employee training and development using LMS platforms, a large concern for L&D departments is the quality of learning and training provided to workers.

eLearning is at the Heart of Corporate L&D

• 90% of organizations use an LMS platform for various L&D functions to administer training content, knowledge portals, assignment completions, and management of registrations.
• 96% of large and mid-sized firms considered their LMS software as the backbone of their corporate learning operations.
• 90% of organizations offer some form of eLearning, reflecting the normalized shift toward digital employee training programs.
• $462.6 billion by 2027 is the projected estimated value of the global corporate eLearning market, growing at a compound annual growth rate of 13%.
• 98% of corporations planned to use eLearning for employee training as a staple of their L&D strategy in the following year.
• 94% of learning leaders say that online digital learning via eLearning on LMS platforms, videos, and virtual training is critical to their L&D strategy.
• $1,207 per employee or the average cost of training in 2024. Despite the increase in training expenses, training ROI is a net negative for skills development and skills transfer. (Source: Training Magazine [1])

Frustrations with eLearning

• 75% of training managers surveyed in an HR study were unsatisfied with their organization’s L&D eLearning strategy.
• 30% lower completion rates of online training courses due to decreased human interactions and engagement on key topics.
• 49% of workers admit to skipping through their mandated compliance training purely for training completion purposes.
• 40% of employees report technical issues, poor user experience, and boring content as an obstacle to getting training.

What this Means for ILT & vILT:

Instructor-led training will serve as the preferred solution to eLearning woes in 2026

Despite the norm, the limitations of eLearning will develop a renewed Interest in ILT especially as both hard and soft skills become needed for business success.

While it’s no surprise that enterprise and corporate organizations rely on eLearning and online training methods as the answer to their L&D. However, despite the ease of delivery, it’s hard to ignore the challenges that online training has for learner experiences, improving skills transfer, and improving training ROI.

Despite continued debate between ILT and eLearning, face-to-face training offers the best solution for skills-based training. With live instructors on-site or over virtual conference rooms, human interaction is the key component that makes learning an engaging endeavor for learners, trainers, and organizations alike.

ILT also allows for immediate feedback and clarification, ensuring that training hours are truly effective hours. Moreover, key topics such as complex technical skills, soft skills, and one-on-one compliance training are key in developing better-informed employees who are critical for organizational success.

3. AI Integrations Begin to Shape Corporate L&D

Why it Matters:
AI in learning is already transforming corporate training programs, but its full potential is still unfolding. As adoption accelerates, its impact on learning strategies will be profound.

It goes without saying that there are many benefits to implementing AI for learning, and some that can even exceed the expectations of eLearning. Some L&D professionals and experts may even consider AI in L&D as the “third wave” of learning technology after the introduction of the LMS in the mid-2000s and the development of employee training program CDs only a decade or so before that.

AI tools will play a new role in developing new learning paths, generating learner content, and analyzing individual learner skills at scale, revolutionizing how corporate trainers strategize learning altogether. At the same time, organizations are racing to train their workforce in AI-related skills to stay competitive.

The Quick Rise of AI in Corporate L&D

• 9% of companies reported using artificial intelligence in their training delivery or tools. These include learner support options like AI-based learning recommendations, chatbots for lesson help, or algorithm-driven content curation.
• 19% of companies used AI in learning, versus just 6% of small companies. These figures show that AI in L&D is still in its infancy – roughly 1 in 10 or less have practical deployments. (Source: Training Magazine [3])
• 21% of L&D professionals globally plan to prioritize spending on generative AI tools for L&D in the next 12 months.
• 78% of companies are planning on applying AI specifically in L&D content creation. (Source: Training Magazine [2])
• 80% of professionals are eager to learn more about how AI can be applied in their job. Organizations are responding by embedding AI-related topics into curricula, from basic AI literacy for all staff to advanced machine learning courses for technical teams.
• 55% of CEOs said that upskilling their workforce in AI agents and prompt engineering is one of their top organizational challenges, pointing to a need for AI-specific training programs. (Source: Apollo Technical [3])

What this Means for ILT & vILT:

Does ILT Stand a Chance Against AI-Backed Learning?

AI will be a regular part of corporate training for the years to come. Despite corporate learning regularly powered by AI, in-person training remains poised for a comeback.

Training departments need to be cautious about how much they will rely on AI to be the solution to their skills gaps and L&D pitfalls. By some estimates, the market for AI-driven corporate training solutions will reach $44 billion by 2030. (Source: Training Magazine [1])

Learning Analyst John Bersin predicts AI will flip the corporate training market in a new direction, but that doesn’t come without a few caveats. AI-based training solutions are exciting, but the usage of the technology also raises concerns on the topics of ethics, quality, and the value that AI-based training provides to organizations and their learners.

AI-backed technologies in this new learning ecosystem will be a critical piece in each team’s learning operations strategy, but we feel safe to say that when it comes to skills development, L&D departments must use AI not as a replacement but as a tool to assist with employee training and skills development.

In fact, with the increased demand for skills training, we see instructor-led training as the solution to filling skills gaps in a predominantly AI-focused world.

ILT & vILT: Where Strategy Meets Operations

As training budgets tighten and ROI expectations rise, instructor-led and virtual training are becoming harder to manage at scale. Many organizations find that their LMS doesn’t support the operational demands of high-volume ILT and vILT.

See how leading L&D teams simplify ILT & vILT operations, and you can too.

Get the eBook by Brandon Hall Group >

4. Training Costs, Training Budgets, & Training ROI

Why it Matters:
Training is a major investment for corporations, and understanding the cost-benefit ratio is critical for measuring business impact. As we move into 2026, chief learning officers and L&D leaders will focus more than ever on ROI – ensuring that every dollar spent on learning delivers measurable outcomes for both employees and the organization.

From planning multiple training programs to selecting the right training methods (and technology), training budget planning and execution will be high on the priority list.

Corporate Training Expenses at a Glance

• $101.8 billion, the total expenditure between 2024 and 2025 for training development programs across global corporations. (Source: Training Magazine [1])
• $954 per learner for direct learning expenditures in 2025, a slight decrease from $1,207 per learner in 2022, possibly reflecting cost optimizations or the substitution of some expensive in-person events with cheaper eLearning alternatives.
• $16.1 million, average training budget for large corporations of 10,000 or more employees. Midsize companies of 1,000-3,000 employees had an average budget of $1.5 million.
• 40% of companies increased their training budget,while 49% kept it roughly the same, and only 11% decreased their training budget.
• 28% of training spend goes to instructor-led training delivery costs (including travel, facilities, equipment), while external products and services (outsourced training, consulting, off-the-shelf content, etc.).
• 16% of training budgets were spent on learning technologies and tools like LMS software, knowledge portals, and eLearning development tools.
• 13% of the training budget is devoted to mandatory compliance training, and just 11% to onboarding training for new hires.
• 7% of training budgets were dedicated to upskilling for technical (hard skills) and role-specific skills training.
• 63% of L&D professionals expect their budget to increase or stay steady in 2026, with many anticipating modest increases to tackle strategic priorities like digital skills and leadership gaps. (Source: Training Magazine [1])

What this Means for ILT & vILT:

Making the most out of ILT starts with analyzing your training budget down to the tee

We’ll be frank: instructor-led training is a significant investment.

However, ILT is cost-efficient and produces the right results when done right. Some might assume that cutting in-person training is an easy way to reduce costs on the training budgets.

However, with well-executed instructor-led training programs, corporate L&D departments can improve their overall training ROI.

Monitor Expenses in Real-Time

Like carrying a bucket of water, your training budget can leak in subtle ways if certain areas of your training programs go unmonitored. Corporate training departments should focus on avoiding common training budget mistakes by prioritizing transparency and actively tracking costs.

Consider vILT instead of On-site Learning

Organizations delivering vILT saved 28% of their total training budget without compromising learning quality in 2024. Safe to say virtual training is more inexpensive to deliver than in-person, as lodging, travel, and equipment rental costs are removed.

Virtual instructor-led training (vILT) is in-person training gone virtual and is the preferred training method for skills-based training that’s both cost-efficient and effective.

Organizing vILT for corporate training may seem complex and intimidating, but with the right processes in place, it can be as effective as leading a multi-day seminar or skills workshop.

In-person sessions often yield deeper learning in a shorter time, which can reduce the need for repeated or remedial training that’s common when using an eLearning delivery strategy.

One analysis found that ILT sessions and workshops achievedequivalent learning outcomes in 25% less time than self-paced study since employees learned more efficiently due to the guidance, hands-on practice, and coaching ILT-based skills programs provide.

Moreover, ILT’s impact on soft skills and leadership development can prevent costly issues like turnover or poor management that have huge financial implications. (Source: Apollo Technical [3])

Needless to say, with the cost advantages that it provides, vILT may very well be the best corporate learning strategy for modern companies in 2026 and beyond.

5. Crafting the Perfect L&D Strategy

Why it Matters:
Training departments are eager for better training ROI, but that can’t happen without a successful L&D strategy. For the past five years, organizations and training providers have been relying too much on the tool to achieve their training objectives and not so much on the overall methodology.

The State of Corporate L&D

• The top 3 priorities for CEOs of large companies included upskilling employees, creating a culture of learning, and improving employee retention through continued L&D professional development.
• 85% of employers plan to prioritize upskilling and reskilling their current workforce over the next 5 years to meet future skill demand.
• 70% of companies also plan to hire new mid-career level team members with developed skills in needed areas.
• 50% of companies plan to redeploy existing staff into new roles after completion of the required skills development program.
• 77% of organizations report that leadership development is lacking at lower levels of their organizations.
• Less than 5% of companies have leadership development programs for employees, making hands-on and guided development difficult.
• 49% of companies plan to assess workforce and talent needs every 2-3 years to assess the need for continued skills development.
• 65% of L&D leaders say that measuring and increasing learner engagement is a top goal for them, and 18% cite better measurement of training impact as a high priority for next year.
• 87% of L&D leaders feel under-equipped to meet training objectives with the learning technologies they currently have in place.
• 82% of training departments said their executives actively support workplace learning, but don’t have the infrastructure to provide ease-of-access to learners.
• 64% of L&D organizations in one survey said they were developing a formalroadmap to optimize their learning ecosystem for more efficient training execution.

What this Means for ILT & vILT:

Center your corporate L&D strategy on ILT

While we can say there is no perfect approach to L&D, when it comes to corporate success, skills are what win at the organization level.

The modern corporate L&D strategy has become too focused on disseminating knowledge in the fastest, easiest, and most efficient manner possible using eLearning methods. After their eLearning-dependent strategy is deployed, training managers find it difficult to gauge the impact of how their learning programs improved the organization at all.

The ideal corporate L&D strategy must center its focus on training operations on both hard & soft skills development, facilitated learning experiences that emphasize practical use, and developing a learning ecosystem that allows both learners and training teams to succeed.

ILT in Soft Skills Training

• 39% of leadership executives preferred in-person training with a facilitator for managerial or leadership training.
• 82% of DEI training initiatives were conducted in-person with a limited eLearning component.
• 74% of trainees in leadership programs felt better prepared with ILT methods due to the collaborative and feedback responses required during training.

ILT in Hard Skills Training

• 86% of trainees in manufacturing programs preferred instructor-led sessions to better understand proper procedures.
• 90% of apprenticeship programs attribute the professional success of trainees to facilitator guidance and on-the-job training for technical skills.
• 35% of medical staff reported increased confidence in performing technical procedures with limited guidance using ILT. (Source: National Library of Medicine [5])

6. Upskilling & Reskilling

Why it Matters:
The rapid evolution of skills requirements – driven by digital transformation, automation, and changing business models – is one of the biggest challenges organizations face.

This section compiles statistics about the future skills landscape: how quickly skills are changing, how many workers will need upskilling or reskilling, and how companies are preparing for the future of work. It underscores why continuous learning is vital for business success.

Accelerating Skill Obsolescence

• 39% of core technical skills are expected to become outdated or transformed by 2030.
• 32% of the skills needed for the average job in 2024 are different from those needed in 2019.
• 75% of skill requirements changed over just three years, illustrating that the skills gap is an ever-widening concern.

Organizational Concerns of Productivity

• 63% of employers suggested that skills application in service areas will be the foremostbarrier to the future transformation of their business.
• 52% of global CEOs are “extremely or very concerned” about the availability of key skills in their workforce.
• 78% of business leaders said the skills gap is a major risk to their organization’s growth. This near-consensus among leaders is driving unprecedented investment in reskilling efforts (as noted earlier, 85% plan to upskill their people in the next five years). (Source: PwC [6])

Preparing for the Future of Business

• 77% of companies agreed that both soft and technical skill sets were critical for business success.
• 75% of L&D leaders are certain that “hybrid” skill sets for employees are ideal, including a mix of strong digital skills and strong human skills.
• 70% of organizations plan to rely primarily on upskilling their current employees to meet skill needs, rather than only recruiting new talent, proving internal development is a risk-averse method in talent sourcing.
• 85% of HR managers expect their training budgets to grow specifically for reskilling programs in the next few years, as opposed to providing basic onboarding training.
• 96% of professionals agreed that to remain employable, they must engage in lifelong learning.
• 54% of workers have pursued some upskilling and reskilling on their own in the past year, an increase from 41% three years prior.

What this Means for ILT & vILT:

Successful upskilling & reskilling rely on instructor-led training

In preparing for the future of skills, instructor-led training will play a pivotal role in determining how well learners can translate those skills to the workplace and how departments can measure business output.

Moreover, as organizations push lifelong learning, maintaining human mentorship and coaching through ILT can significantly boost persistence and success rates. Self-paced online courses might be scalable, but when reskilling, learners often need the accountability, feedback, and assessment that a live instructor provides.

In essence, ILT accelerates learning for complex skill sets, ensures quality and consistency in what is taught, and helps embed a culture of continuous learning by making it a social, interactive experience.

As organizations develop training academies dedicated to in-demand skills, most are incorporating significant instructor-led components to make those programs effective. The human element in training will be a key differentiator that determines whether massive reskilling efforts succeed in practice.

Large organizations and corporations shouldn’t feel discouraged about implementing ILT for their L&D strategy due to costs, but see it as an investment in skills.

The goal of corporate L&D strategies from the future going forward is to create regular and recurring training for learner success first and organizational success second.

The future of skills training isn’t a one-off bootcamp, but an ongoing process woven into this current age’s career lifespan.

How Leading Companies Are Successfully Upskilling with ILT

When reskilling matters, leading enterprises turn to instructor-led training. Learn how Dell Technologies and Wells Fargo deliver ILT at scale in this Brandon Hall Group webinar.

7. Regulatory & Compliance Training

Why it Matters:
Regulatory training is a key component of compliance training that ensures employees understand and follow laws and regulations set by national governments and their agencies. Compliance training covers a broader scope of training, including internal policies, ethical standards, and codes of conduct.

When delivered well, both types of training create a comprehensive training strategy that protects organizations from risks, promotes accountability, and fosters a culture of integrity across the workforce.

Concerns about Regulatory & Compliance L&D

• $14.8 million, or the average amount of fines faced by mid-sized companies due to poorly managed compliance training.
• 91% of companies worldwide delivered at least some mandatory compliance training online.
• 23% of employees found compliance training worse when done online due to poor user experience and harder comprehension. (Source: Gallup [8])
• 64% of compliance training systems are outdated, leading to an increased risk of poor training material. (Source: US Justice Department)
• 40% of compliance training programs are basic online programs in “check-the-box” style.
• 90% of employees who went through compliance training learned nothing useful from it.
• 44% of employees are likely to commit a safety or privacy risk error due to poor regulatory training.
• 72% of employees who rated their compliance training as “excellent” noted guidance and facilitation as key factors.
• 70% of training sessions last well over 30 minutes in a speaker-to-audience format.
• $1 of compliance and regulatory training invested can prevent up to $3 of legal or security-related damages.

Government-funded Training & Apprenticeships

• 593,000 apprentices in 27,000 programs globally faced frustrations with registration management, reporting of completed training, and management of funds. (Source: IJRVET ([9])
• 6 million apprentices across 14 countries in 2023 received government-funded training, but lacked poor training standardization and data reporting. (Source: International Labor Organization [10]).
• 81% increase in professional skill sets and application when apprentices stay on course with facilitator-led apprenticeships in the EU. (Source: Institute of Labor Economics [11]).

What this Means for ILT & vILT:

Optimizing regulatory & compliance with ILT is unrivaled

Apprenticeship management and the regulation of compliance certifications remain two primary concerns for both L&D and HR leaders in today’s largest organizations.

However, when the right instructor with the right training methodology is selected for training sessions for these types of programs, learners have the opportunity to not just memorize but also apply their newly learned skills.

Compliance training is an area where instructor-led training can make a huge difference in effectiveness. Given the disengagement many employees feel with canned eLearning modules, introducing ILT, even in smaller but engaging sessions, can greatly improve key information retention and application.

8. Leadership Training & Managerial Development

Why it Matters:
60% of new managers underperform or fail in their first two years. The primary reason for this is due to inadequate support and a proper development pathway for professionals. (Source: Wharton School [13]).

Developing effective managers and leaders is a top priority for corporations, as strong leadership is linked to higher employee engagement, innovation, and organizational performance.

Whether you’re training the next round of C-suite executives or developing department directors, leadership development is key for business success.

Developing Next Gen Leaders is a Priority

• 12% of training expenditures are focused on supervisory training.
• 32% of organizations plan to invest in leadership development programs.
• 83% of organizations say “developing leaders at all levels” is crucial.
• 35% of employees believe their current leadership development is highly effective. (Source: Apollo Technical [3])
• 70% of companies emphasize direct coaching and mentoringas an invaluable part of manager development.
• 47% of C-level personnel believe that effective leaders are the key to developing an engaged employee culture, improved cohesiveness, and better productivity in solving organization-wide goals. (Source: Harvard Business [12])

Volume of Leadership Training

• 15–20 hours per year are invested in leadership development activities such as workshops and conferences.
• 37 hours of formal leadership training per leader annually at larger firms, including workshops, sessions, and one-on-one seminars.
• 70% of companies emphasize direct coaching and mentoringas an invaluable part of manager development.
• 59% of companies have their leadership program participants tackle real business projects as learning opportunities.

Challenges in Leadership Training

• 18% of organizations strongly agree that they know the ROI of their leadership development efforts.
• 55% of CEOs in a study said developing the next generation of leaders is a top challenge, but many admitted their companies are not doing enough about it yet. (Source: Apollo Technical [3])
• 67% of large companies have a leadership development initiative, but find it difficult to measure the success of their training with their current implementation methods.

Benefits of Leadership Training

• 4.2 times improved financial performance of companies compared to those with weak leadership development.
• 3.5 times the engagement of employees on high-level projects when effective managers lead projects.

In short, good leaders (shaped by good training) drive better team outcomes, which aggregate to better business outcomes. This is the essential rationale behind the sustained investment in leadership training year after year. (Source: Apollo Technical [3])

What this Means for ILT & vILT:

Instructor-led training is irreplaceable when it comes to leadership development

Leadership and management skills are inherently human-centric and nuanced, which is why instructor-led training is especially effective in this domain. Many leadership programs revolve around discussion, storytelling, practice, and feedback – all things that are best facilitated by a skilled instructor or coach.

ILT allows aspiring leaders to engage in role-plays, delivering difficult feedback, coaching an employee, interactive case studies, and dialogues with peers to share experiences. These methods build confidence and adjust behaviors in a way that self-paced learning seldom can.

No wonder in-person training was rated the single “most effective” method for leadership learning by L&D professionals and learners alike, beating out eLearning or other asynchronous models.

The Future of Corporate L&D will Rely on Skills to Win

The future of successful corporate training programs won’t rely purely on digital learning tools or stay dependent on AI.

The figures and trends from the past years give learning professionals a clear direction on what to look for in 2026 and how critical instructor-led training will play a role.

The data across these nine areas underscore a common theme: while the world of L&D is evolving rapidly with new technologies, AI-integration into digital learning, and meeting skills demand, the human element that instructor-led training brings will develop a newfound importance for organizational success.

Organizations and enterprises are expected to implement:

• AI-based tools to help analyze large data sets concerning learner pathways, training results, and overall L&D performance.
• Reassess which training events should require a specific training method or a combination of different training methods.
• Implement the usage of in-person training methods for a larger audience in order to fill skills gaps and meet talent requirements.

As we progress through 2026, the organizations that succeed will be the ones that embrace a combination of learning technologies but also realize the irreplaceable value of ILT in developing leaders and skilled employees.

The major question among training departments and providers in the future isn’t if they can afford to deliver ILT, it’s whether they can afford not to.

The Ultimate ILT Management Tool for Enterprise Training

Enterprises will need to developing new leaders and develop new skills to succeed in their business.

Making that objective a reality will require instructor-led training however that leaves on major concern:

How do you manage ILT & vILT at scale?
That’s where Training Orchestra comes in.

Recognized by the Fosway Group and Brandon Hall as the leading training management software specialist for ILT, vILT, and blended learning programs, Training Orchestra helps organizations streamline operations, reduce costs, and focus on what truly matters: training on the skills your employees need to help your business grow.

Ready to enter the next age of ILT management?
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References

1. Training Magazine: 2025 Training Industry Report
2. Training Magazine: The Fast Growth of Generative AI in the L&D Technology Ecosystem
3. Apollo Technical: Leadership Statistics 2025
4. World Economic Forum: 2025 Future of Jobs Report
5. National Library of Medicine: Comparing Virtual vs In-Person Immersive Leadership Training for Physicians
6. PwC: PwC’s 27th Annual Global CEO Survey: Thriving in an Age of Continuous Reinvention
7. US Justice Department: Evaluation of Corporate Compliance Programs
8. Gallup: 4 Hard Truths About Ethics and Compliance Training
9. Journal for Research in Vocational Education and Training: Cross-country Comparison of Apprenticeships
10. International Labor Organization: Apprentices in Countries with Large Informal Economies
11. Institute of Labor Economics: Evaluating Apprenticeship Training Programs for Firms
12. Harvard Business Review: 2025 Global Leadership Development Study
13. Wharton School: Managing to Fail? Why New Leaders Need Training