
27 Jan Educo Life Sciences Training Report 2025: Motivations and Challenges Uncovered
Discover Data-Driven Training Trends of Professionals in the (Bio)pharmaceutical, ATMP & Medical Device Industries.
As the pharmaceutical, biopharmaceutical, and medical device industries continue to evolve at a rapid pace, the need for continuous professional development has never been greater. In this article, we explore the findings of the Educo Life Sciences Training Report 2025, which analyses training motivations across the sector.
The data is derived from feedback surveys completed by attendees of Educo Life Sciences courses, providing valuable insights into why professionals seek training and how these motivations have shifted over time. The results reveal key trends and present potential challenges for leaders and HR professionals to consider.
77%
Attend Training to Gain Skills in Their Current role
25%
Attend Training as There is No Internal Training Provided on the Topic
2024 Training Highlights
Firstly, we wanted to highlight some of the findings from 2024 only. The dataset reveals several interesting developments:
- Increased Focus on External Training: The percentage of respondents citing “no internal training provided on the topic” reached its highest level at 25%, further emphasising the growing reliance on external training providers.
- Learning from Professionals Reaches New Heights: 41% of respondents selected “to learn from an experienced professional,” the highest figure across all four years, underlining the enduring importance of practical expertise.
- Regulatory Training Slightly Declines: The proportion of respondents attending to keep up with new regulations dipped to 34%, reflecting a small decrease compared to previous years.
- Consistent Emphasis on Current Job Skills: 77% of respondents indicated they sought training for their current role, aligning closely with the overall four-year trend.
These findings suggest that professionals in the pharmaceutical, biopharmaceutical, medical devices and cell & gene therapy industries are increasingly prioritising specialised and expert-led training, while organisations are possibly scaling back on internal training resources.
39%
Attend Training to Learn from an Experienced Professional
36%
Attend Training to Remain Updated on Regulations
Key Trends in Training Motivations
This section provides an analysis and commentary on the training trends spanning four years (2021 – 2024). There are some interesting results and we have provided some possible explanations.
- Building Job-Specific Skills is Paramount
The primary reason for attending training consistently remains “to gain specific skills for my current job/role”. Over the four years, this accounted for 77% of responses, reflecting a clear emphasis on addressing immediate job demands. Notably, the proportion increased from 67% in 2021 to 81% in 2023, suggesting that roles are becoming more demanding, requiring continuous skill updates. This trend could be attributed to the rapid pace of regulatory changes, technology advancements and evolving job requirements in the life sciences sector.
- Expertise from Professionals is Highly Valued
With 39% of respondents citing “to learn from an experienced professional”, it is evident that participants value the expertise and insights of seasoned trainers. This motivation has remained steady across the years, peaking at 41% in 2024, highlighting the importance of practical, real-world insights. This trend suggests that employees increasingly recognise the value of learning directly from industry experts who bring credibility and practical knowledge to the table.
- Regulatory Compliance Remains a Priority
In an industry governed by stringent regulations, it’s unsurprising that “to keep up-to-date with new regulations” was cited by 36% of respondents. This reason saw consistent interest, indicating that staying compliant and informed about regulatory changes is a constant concern. The steady demand for regulatory training reflects the complex and ever-changing nature of compliance in life sciences, where non-compliance can lead to significant financial and reputational risks.
- Managerial Influence is Growing
An increasing number of respondents (14% overall) reported that their manager/organisation requested their attendance, rising from 7% in 2021 to 16% in 2023. This trend highlights how organisations are taking a more proactive role in mandating employee development. This may be driven by a recognition of the need to standardise skills across teams or address critical knowledge gaps to achieve organisational goals.
- Addressing Business Changes
The percentage of respondents citing “to improve knowledge due to a recent change in the business” declined from 25% in 2021 to 12% in 2024. This may indicate that fewer companies are undergoing transformative changes that necessitate training, or it could reflect a shift towards more proactive skill-building instead of reactive training.
Only 1% Attend Training as it is Part of a Structured Learning and Development Plan
No internal Training Provided Grew from 9% in 2021 to 25% in 2024 as a Reason to Attend
Emerging Challenges in Professional Development
While training motivations are well-understood, the report also uncovers challenges faced by professionals and organisations. Here are some noteworthy trends:
- Decline in Internal Training Resources
The response for “no internal training provided on the topic” grew significantly, from 9% in 2021 to 25% in 2024, with 18% overall. This underscores a growing reliance on external providers to fill training gaps within organisations. The increase suggests that companies may be cutting back on internal training programmes or are unable to provide the specialised training needed for certain roles.
Another reason may be that more specialised technical training (which Educo delivers) is not widely available internally for professionals. We assume that training areas such as compliance and soft skills and typically managed internally and are widely available.
Another possible explanation is a link with the rise in “learning from an experienced professional” which has also risen (see point 2 above). External training provides an alternative viewpoint, new case studies and a differing experience. Internal training does not usually provide such wide-spanning experiences to learn from.
Finally, many organisations face budgetary constraints or lack the specialised in-house expertise to deliver training (Deloitte, 2024). This may impact the internal training resources available to professionals.
- Limited Integration of Learning into Career Development Plans
Only 1% of respondents reported training as part of a structured personal learning and development plan. This indicates a missed opportunity for organisations to formalise training within career progression frameworks.
At Educo, we have written articles discussing and providing support to help leaders develop training development plans. We believe this is critical in a knowledge management industry such as life sciences (where the knowledge of employees drives innovation, growth etc.)
- 5 Reasons to Have a Learning and Development Strategy for Your Team
- Creating a Successful Learning and Development Strategy for Your Team
- Best Practice for Knowledge Management in Life Sciences
With a lack of training development plans, professionals may perceive training as an ad-hoc activity rather than a strategic investment in their growth. At Educo we believe that companies should see training as a long term investment with the ROI being growth.
In addition, without structured plans, organisations risk losing top talent to competitors that offer clear development pathways (Deloitte, 2024). We regularly emphasise this point at Educo. To attract and retain top talent in the pharmaceutical, biotech and medical devices industries it is crucial to invest in their development. Of course, there is always a risk of losing your staff but by not investing in them you will also fall behind your competition or lose your employees.
We believe building robust learning and development frameworks that link training to career milestones can significantly boost employee retention and satisfaction.
- Underutilisation of Training Funds
Despite the availability of training budgets in many organisations, only 5% of respondents indicated using these funds as a motivation for attending courses. This low figure suggests a lack of awareness or a failure to effectively promote these resources.
At Educo we regularly collaborate with organisations to utilise available funds. We also help leaders secure funding early by providing all the information they need to formulate a business case for management.
We have previously written about “making the most of your training budget” – If money is tight, we recommend reading our top tip guide.
Delivering Effective Training to Your Staff: Making the Most of Your Budget
The Role of External Training Providers in Training
As internal training resources seem to decline, the role of external training providers such as Educo becomes increasingly critical. The data points to several areas where providers can add value:
- Addressing Niche and Advanced Topics
Fields such as cell and gene therapy, CMC development, regulatory submissions and advanced analytics require specialised expertise. External providers with cutting-edge content and experienced trainers can bridge the knowledge gap for professionals working in these emerging areas.
- Enhancing Networking Opportunities
Networking remains a relatively low priority among respondents (4% overall). However, professionals in the life sciences sector benefit immensely from peer-to-peer interactions. Training providers can:
- Organise cohort-based learning programs.
- Include breakout sessions for discussion and collaboration.
- Facilitate follow-up communities for continued engagement.
- Incorporating Flexibility and Accessibility
As remote work and hybrid models gain traction, flexible training options—such as on-demand webinars and virtual workshops—have become essential. At Educo we deliver classroom, live online and on-demand training to meet the demands of flexible working and to make learning materials accessible. This is critical when selecting an external provider.
Advice for Leaders, Management, and HR in Pharmaceuticals, Biotech, and Medical Devices
The findings of this data present valuable insights for leaders and HR teams in the life sciences industry. Here are actionable steps to ensure training programmes align with employee needs and organisational goals:
- Prioritise Job-Specific Training
Given the emphasis on gaining skills for current roles, leaders should assess the skills gaps in their teams and provide training targeted at addressing these needs. Regularly conduct skills audits to identify areas for improvement and match training opportunities to these gaps.
- Integrate Training into Career Development Plans
With only 1% citing “personal development plans” as a motivator for attending training, organisations need to make training a more integral part of career progression. Incorporating structured learning pathways into employee growth plans can encourage greater participation and engagement.
- Invest in Expert-Led Training
Employees highly value learning from experienced professionals. Leaders should prioritise sourcing trainers with strong industry credentials and ensure programmes include real-world applications. This can foster trust in the training’s relevance and quality.
- Address Internal Training Gaps
The growing reliance on external training highlights a need to evaluate existing internal training capabilities. HR teams should identify where internal resources fall short and strategically partner with external providers to supplement these areas.
- Emphasise Regulatory Updates
Given the critical nature of compliance, leaders should ensure regular training in this area. Partnering with providers who offer up-to-date regulatory insights and certifications can help teams stay ahead of changes.
- Promote Networking Opportunities
Though currently underappreciated, networking can provide significant long-term benefits for employees and organisations alike. Incorporating networking elements into training—such as group activities or industry panels—can add value and foster collaboration.
- Mandate Training When Necessary
With the rise in organisational requests for training, leaders should be proactive in identifying critical skills for teams and mandating attendance where necessary. Aligning these mandates with broader organisational goals ensures the training delivers measurable outcomes.
- Foster a Culture of Proactive Learning
Encourage employees to view training as a proactive, ongoing process rather than a reactive measure. Provide incentives for continuous learning, such as recognition programmes or career advancement tied to skill acquisition.
Final Thoughts
As the pharmaceutical, biotech and medical devices industries advance, the importance of continuous professional development cannot be overstated. Training not only equips professionals with the skills to navigate complex challenges but also drives innovation and organisational success. By understanding the motivations and challenges revealed in this report, stakeholders across the industry can better position themselves for growth and excellence.
Educo Life Sciences remains committed to supporting professionals and organisations with high-quality, tailored training solutions that empower them to achieve their goals. Whether it’s staying compliant with the latest regulations, mastering new technologies, or enhancing practical expertise, our programs are designed to meet the evolving needs of the life sciences sector.
Written by Alexander Pearce
Alex is a Director at Educo Life Sciences and has extensive experience designing technical training programmes for the pharmaceutical, biotech and medical devices industries. He has developed both classroom and online training to support the development of life science professionals.
References
- Deloitte. “Future of Biopharma: Trends Driving the Sector.” Published 2024.
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