Companies spending more to develop talent internally in 2015

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If you’ve ever dreamed of working for an organization that actually invests in its employees, it looks like you’re in good shape. According to recent benchmarking research from Besin, several organizations have been busy putting more dollars toward training and developing employees internally. According to the report, U.S. corporations noted a 10 percent increase in training expenditures in 2014.

But just how much are these companies spending? Well, it really depends on the type of organization. In the survey, Level 4 organizations were rated as the most “mature” and, not surprisingly, spent the most per employee. These employers increased their overall spending by 10 percent over the previous year. To give you a better idea of how that looks, that’s an average of $1,317 per employee (it also happened to be 38 percent more than Level 1 organizations, which spent an average of $956 per employee).

The dollar amount isn’t the only difference, though. As the report points out, Level 1 organizations put a greater focus on incidental training, which is described as ”compliance and meeting individual needs through an ad hoc approach to training.” Meanwhile organizations at Levels 3 and 4 focus more on organizational capability development or “professional and industry-specific training used to augment organizational capabilities and strengthen operations.”

It’s a no-brainer that investing in employees can reap big benefits when your focus is on the right track—of course, the key is making sure you’re on the right track. Like the report states, “High-impact learning organizations tend to understand the purpose of measurement is to capture actionable information in order to help improve the efficiency, effectiveness, and alignment of the entire learning and development function.”

So, what does this all mean for you? Well, given that employers are now spending more to build skills internally, there may never be a better time to inquire about your company covering the cost of a certification that you’re interested in. Of course, when pitching something like this, you’ll want to make sure the skills you’ll gain will also benefit your employer.

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Contributor

Stacy Warden

Stacy is a contributing editor of the Pluralsight blog and has worked in publishing since the dawn of the iPhone. Currently, Stacy deals in tech and education--a combination that she finds absolutely fascinating. You can find her on Twitter @sterrsi.