Workforce Engagement Research Underscores Importance of Opportunities for Employee Learning and Development Performance Assessment Network, Inc.
December 22, 2004 – Study highlights the complex nature of the employee-employer relationship
Findings of pan's 2004 National Study on Workforce Engagement indicate a strong link between training/development opportunities and workforce engagement, which is critical to positive business outcomes. pan's survey study, released in October, revealed that based on the entire U.S. employee sample, less than half of today's workforce is "fully engaged," while nearly one-third is "unengaged". The study highlights the complex nature of the employee-employer relationship and related issues important to employees of various ages, education levels, union affiliation, regions of the country, and industry.
"When you compare engagement levels of employees who have participated in work-related continuing education, professional training, or higher education against those who have not, the numbers are quite staggering," reports Marc Drizin, pan's director of surveys and workforce research. According to the study:
- 54% of employees who have participated in training/education are "fully engaged". Meanwhile, only 35% of employees who have not participated in training/education are "fully engaged".
- 39% of employees who did not have opportunities for training/education were "unengaged" - a number that drops by more than a third to 25% "unengaged" for those who received opportunities for training/education.
"Employers need to look at training and learning programs not as costs, but rather as investments in the workforce that pay themselves back very quickly. Employees who participate in opportunities for development stay longer, work harder for customers, and recommend the organization as a good place to work," says Drizin. "Many employers say 'What if I provide learning opportunities to my employees and they leave?' Employers should instead look at it from a different angle: 'What if you don't provide learning opportunities and they stay?' A competitive edge goes to companies that focus on the drivers of workforce engagement, like opportunities for advancement and development."
For the 2004 National Study on Workforce Engagement, pan conducted surveys and interviews with nearly 2,600 employees, 18 years of age or older who worked in companies with more than 50 employees in August and September 2004. Full and part-time workers representing public, private, and not-for-profit organizations were included in this important research effort.
For more information about pan's 2004 National Study on Workforce Engagement, or to schedule a workforce assessment, contact Marc Drizin, mdrizin@panpowered.com or (317) 566-3270.
About pan
Performance Assessment Network, Inc. (pan) is the leading provider of Internet-based testing and assessment solutions, with over 6500 corporate, government, and education clients internationally. pan administers millions of tests, assessments, and surveys annually. pan also manages a network of high-stakes testing centers in addition to its internet testing and Vita platforms, IT professional and consulting services, and product distribution businesses. One of the fastest growth companies in the U.S. in 2003-2004, closely held pan is based in Carmel, IN.
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