The presentation deck accompanying the reports from ASAP 2012, November 2012.

1. Major Learning Trends & Indicators
for 2013 across the Asia Pacific
Jeremy Blain, Managing Director
Cegos Asia Pacific
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2. Cegos Group - Refreshing
Learning and Development
Catalogue of “Must-have” Professional Development solutions
Specialised in the Development and Growth of Managers
and their Teams
Financially stable, private company $240 Million USD in 2011
With continuing double digit growth in China
$25M+ USD Commitment to R&D investment
over past 4 years
Interpreting future learning trends,
strategies and tactics, while
developing appropriate content and
tools to engage and excite learners

3. Our journey this afternoon
• A macro view into the market
• The state of training and development across Asia
Pacific
• Country by Country comparisons
• Some challenging conclusions
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4. The unstoppable World forces
Eurozone
Globalisation Debt and shrinkage Technology
economic advances
uncertainty
The shift of
economic Emerging
X-Border / Geopolitical
power to the economies
Multicultural tensions
East Teams
Traditionalists Baby Boomers Generation X Generation Y / I-generation /
Millenials pluralists

5. Asia At A Crossroads
• Global economic power shift eastwards
• Mega-economies and Emerging economies
• Changing workforces/different generations working
side by side.
• Cultural shifts
• Talent shift
• A new generation taking more control of their own
learning, growth and destiny
• Faster-track technology adoption.
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6. The human continues to be the heart of
change and the increasing integration
of new technologies
The rise of new
technologies

7. Survey conclusions around
APAC learning challenges
• Strong economic growth but challenges remain:
– Lack of skilled graduates / Growing Talent
crunch.
– Leadership pipeline
– War with Talent in some countries?
– Learning leader economies being challenged
-reduced agility and flexibility
– Unleashing the vast learning potential of China.
– Harness the hunger of a new generation
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8. There is a growing need to invest in
human capital within the Asia
Pacific economy. This survey
shows us what has been achieved
to date and what we still have to do.
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9. The Cegos Asia Pacific Survey
• 2,639 respondents, 1,350 organizations, 9 countries. In
partnership with STADA.
• First comprehensive pan-Asian study for over 10 years.
• 54% - 34 years of age or younger.
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10. Survey Headlines
• A strong commitment to training throughout Asia
Pacific (higher than Europe).
• A vocal but increasingly frustrated learner
population. Evidence of lack of dialogue between
learners and HR / Learning professionals.
• Mobile learning leap frogging more traditional
distance learning methods
• Emerging economies impress with their
commitment to training and development
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11. Country headlines
• China: A learning powerhouse starting to show its potential. An
embracing of technology and management skills.
• Japan/South Korea: Mature markets, technology integration,
internalized – a sign of the China journey to come?
• Australia: A well developed market with innovation seeming to
come from Institutions rather than corporate training specialists
• Hong Kong: A sophisticated marketplace but growing gap between
haves and have-nots?
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12. Country headlines
• Singapore: Motivated learners, but increasingly not getting what
they need - apparent lack of close connection with HR / Learning
leaders
• Indonesia: Leading the way for emerging markets. One to watch as
a new learning economy
• India: A highly motivated but increasingly disenchanted learner
population.
• Malaysia: A strong training culture largely government funded, but
evidence HR/Learning is not keeping up with demand for
incremental training 12

13. What Our Survey Asked…
• The commitment to training.
• The motivations for training.
• The initiators of training.
• The different forms of training.
• The financiers of training.
• The delivery mechanisms for training.
• The satisfaction levels towards training.
• The information providers on training.
• The HR/L&D role in training.
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14. Training Commitment and
Motivations
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15. A Strong Training Commitment
Almost 9 out of
10 on average
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16. Skills – The Leading Motivation
44%
strong motivation
around personal
development in role –
know how
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17. India – one of the highest
motivations, coupled with highest
level of disconnect
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18. Who is Initiating Training And
What Type of Training is Most Popular?
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19. Learners Are Initiating Training
Conclusions?
• Strong motivations among learners
• Generational trend
• Link between what is provided and
what is appropriate
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20. An increasingly vocal Learner
population – Gap between
Employer and Self Initiated…
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21. Technical / Management Skills
Lead the Way
44% of focus is on
personal growth “soft
skills”
Ahead of Europe in
Management Skills and
Business Skills focus
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22. India ahead in Technical Skills
but behind on personal growth;
• China ahead of everyone in
Management skills and
business skills focus
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23. Who Pays for Training and
Where Does it Take Place?
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24. Employers Pay for Bulk of Training
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25. Who Pays? Employers in China,
Govt in Australia, Learners in India
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26. Where? Australia - The Office
India/Indonesia - In Their Own Time
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27. What Are The Most Popular
Forms of Training?
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28. The Classroom Leads the Way but
online learning is more
widespread than Europe
Other points of note
• The Human touch is as important as ever
• Coaching on the job and group mentoring
used widely
• Blended learning uptake increasing
• The mix of options is the importance…..
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29. Singapore and China lower
uptake of online learning and
blended learning
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30. More country commentary
• China: Less developed in some areas, particularly coaching and
blended learning, but huge potential for growth and evident commitment
• Singapore: Low blended and online uptake, coupled with low on the job
coaching and group mentoring. Behind HK as a comparative economy
• India: Full adoption of classroom training and close to full adoption of
online learning…but is this driven mainly by a disenchanted Learner
population driving high degrees of informal learning?
• Japan/South Korea: Mature markets – what will happen next?
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31. What learning tools are in
evidence?
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32. The Rise of Tablets
43% actively using mobile
learning….but how much is
aligned, measured and
internally recognised?
May indicate a rising trend
toward informal learning
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33. Singapore and China lowest in terms
of mobile learning adoption
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34. And yet…..the highest
penetration of mobile devices in
Singapore and China!
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35. Where Do Learners Go For
Their Information?
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36. Managers – The Greatest
Information Source. What About HR?
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37. Less engagement with HR / L&D in Hong
Kong, Singapore & India. Government
bigger role in Malaysia and Singapore
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38. What Are the Levels of Satisfaction
and What Is the Role of HR?
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39. Trainer Satisfaction –
Chinese Learners Most Satisfied;
Indonesia Learners Least – India…..
• Evidence of informal learning
• High degree of satisfaction of
one to coaching / mentoring
as number one Face to Face
delivery mechanism
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40. Is HR / L&D engaging the
potential? A Lukewarm
Response
• Tell versus ask?
• Lack of
evaluation and
feedback?
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41. So What Do These Results
Mean For Us?
• The Asian training landscape is changing like never before
-A huge industry shift.
• A motivated new generation of hungry learners…waiting to be
engaged internally, involved, and receive the “personalised
learning touch”.
-Appears to be a cross generational mismatch in evidence
• It’s never been more important for HR/L&D to step up to the
challenge, or risk a widening gap between the them and the
Learner community.
• Human touch is as important as ever but technology led formal 41
and informal learning is relevant and in demand

42. The Singapore Enigma
• Singapore today remains one of the world’s most successful
economies, the World Economic Forum ranking Singapore as
Asia’s most competitive economy and second globally behind
Switzerland.
• Furthermore, the Singapore Workforce Development Agency
(WDA) is responsible for funding a number of training
programmes. The infrastructure is in place.
• Many findings from this survey point to the danger of not meeting
expectations of the Singapore learning community from the
angle of “promise making” in training and development terms
and the actual delivery of that promise
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43. An issue or an opportunity for
Singapore to L&D / HR
professionals to deal with?
• Funding initiatives provided in terms of skills deployment are not
being fully explored
-a wider organisational lack of alignment towards skills development
-true of Small / Medium enterprise in Singapore especially.
-As a result Learners are taking the initiative themselves, but this is
informal, unmeasured and externalised.
• Blended learning or online training low penetration
-According to Carsten Rosenkranz, director of business
development at e-learning service provider Knowledge Platform,
“only about 20% of the 500-plus companies registered on the
Singapore Stock Exchange are using e-learning in an “effective or
advanced way”.
• A growing evidence of the need to focus on training and
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development delivery and approach in Singapore.

44. THANK YOU
For more information & a survey copy:
Email : jeremy.blain@cegos.com.sg
Mobile : + 65 9069 3291
Facebook: www.facebook.com/cegosapac
Twitter : @learntheplanet
LinkedIn : http://sg.linkedin.com/in/jeremyblain
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