[Survey Results] Fact-Finding Survey on 'Retention and Practical Application of Corporate Learning' in Large Enterprises

Schoo, Inc. (Headquarters: Shibuya-ku, Tokyo; Representative Director, President & CEO: Kenshiro Mori; hereinafter 'Schoo'), a company driving social change through internet-based learning and education, conducted a survey on 'Retention and Practical Application of Corporate Learning' targeting ① HR personnel and ② employees who either provide or take e-learning and training programs at companies with 1,000 or more employees.

■ Survey Background

Amid growing interest in human capital management, many companies are shifting their expectations for e-learning and training from knowledge 'input' to practice-oriented 'output.'

On the other hand, many HR personnel feel challenged by whether the learning opportunities provided are 'actually being utilized in the field' or 'leading to behavioral change.'

The survey results revealed that only 10.4% of employees feel that the learning provided by their company is 'very well utilized' in their own work, creating a gap of approximately 3.5 times compared to HR's perception (36.1%).

Furthermore, the presence or absence of discussions with supervisors or colleagues on how to apply the learning after training resulted in a roughly 10-fold difference in the sense of practical application.

What employees are implicitly seeking is the provision of a 'space to connect learning with practical work.'

The finding that employees who have had discussions with supervisors or colleagues on how to apply their learning show higher levels of practical application suggests the importance of HR taking a step further to strategically design opportunities for dialogue.

To maximize the return on investment in human capital, it is considered crucial for organizations to design the 'connection between the workplace and learning,' going beyond merely providing content.

■ Survey Summary

- It was found that only 10.4% of employees feel that learning provided by their company is 'very well utilized' in their work, a gap of approximately 3.5 times compared to HR's perception of 36.1%.
- The top methods considered effective for applying learning to work were 'opportunities to try it out in actual work' and 'none in particular,' revealing a reality where employees desire practice but struggle with how to apply it.
- A 10-fold difference in discussion experience was observed between those who feel learning is 'very well utilized' and those who feel it is 'not very well utilized,' indicating that post-training alignment is a decisive key to promoting practical application.

■ Survey Overview

Survey Overview: Survey on 'Retention and Practical Application of Corporate Learning'

[Survey Period] April 17, 2026 (Fri) - April 19, 2026 (Sun)

[Survey Method] Internet survey conducted by PRIZMA (https://www.prizma-link.com/press)

[Number of Respondents] 641 people (① 285 people / ② 356 people)

[Survey Target] Monitors who, at the time of the survey, worked for companies with 1,000 or more employees and either provided or received e-learning or training, categorized as ① HR personnel or ② employees.

[Survey Source] Schoo, Inc. (https://corp.schoo.jp/)

[Monitor Provider] Sacrisa

■ Survey Results

・Result ①

Only about 10% of employees feel that corporate learning is 'very well utilized.'

It was found that only about 10% of employees answered that the knowledge gained from corporate learning programs is 'very well utilized' in their own work.

On the other hand, over 30% of HR personnel answered 'very well utilized' to the same question, showing a large discrepancy in the perception of practical application between the two groups. The majority of employees gave vague evaluations such as 'somewhat utilized,' indicating that practical application in the field is not progressing as much as HR assumes.

・Result ②

What the field needs is 'opportunities to try it out in actual work.' However, there is also a segment that lacks a clear image of how to apply it.

The most common method considered effective for applying learning to work was 'incorporating opportunities to try learned content into actual work tasks,' followed by 'none in particular.'

This result suggests that while there is a desire to apply learning to actual work, a certain number of people feel they 'don't know how to put it into practice.'

It also became clear that while HR emphasizes 'dialogue' as a method for deepening learning, employees are seeking 'opportunities for practice.'

・Result ③

The presence or absence of discussions with supervisors or colleagues is a decisive factor in the degree of practical application of training and learning programs.

How much difference does the presence or absence of a 'dialogue' process make in the sense of practical application in the field?

It was found that 73% of employees who feel that the knowledge gained from corporate learning programs is 'very well utilized' in their work have experience discussing it with supervisors or colleagues. In contrast, among those who do not feel it is well utilized, the proportion with such discussion experience was only 7.3%.

This result suggests that opportunities to align with supervisors or colleagues on 'how to apply this to work' are a crucial element in connecting learning to practice.

■ Survey Conclusion

The key to maximizing outcomes is not leaving it to individual autonomy, but 'designing dialogue' to connect learning to practical work.

The survey revealed the reality that simply providing learning opportunities does not lead to practical application, and highlighted the importance of 'dialogue' in connecting learning to work.

What employees implicitly seek is the provision of a 'space to connect learning with practical work.'

Opportunities to think through 'in which tasks and how to try this knowledge' while aligning with those around them appear to be a crucial element in connecting learning to practice.

It is believed that the key to creating a connection between work and learning and maximizing the return on learning investment lies in HR taking a step further to design opportunities for dialogue that lead to practical application.

Schoo supports connecting learning to on-site results and organizational transformation through its corporate video training platform 'Schoo for Business,' which provides training and e-learning, visualizes learning progress, and offers post-training follow-up.

A white paper summarizing the survey results in more detail, including response trends for HR and employees and challenges in practical application, is available. Please take a look.

▼ Download the white paper here

https://malp.schoo.jp/schooreport-20260520_pr.html

■ About Schoo for Business

An online video training platform for corporations, offering a rich selection of practical content directly linked to business needs.

[Features]

▼ Over 9,000 videos, one of the largest libraries in Japan

Covers a wide range of categories, from general business skills to specialized skills.

Can be used for various purposes, from job-related training to self-development.

▼ A fun and easy learning experience

Provides a learning experience where participants can gain insights from the questions and comments of other learners by posting real-time comments during live broadcasts.

Even those who were not previously interested in learning can start learning easily and enjoyably.

▼ Thorough support for post-implementation retention

As a partner for mutual growth, a dedicated customer success team provides thorough support.

Through prompt responses to inquiries and an onboarding period of approximately three months, we support the retention of learning after implementation.