Learning
Professional Growth Resources Survey

Professional Growth Resources Survey

This survey analyzes how accessible employees find resources for self-development (courses, books, platforms, knowledge bases) and identifies barriers limiting their use. It helps improve access to educational materials, supporting professional growth. Suitable for HR managers and companies aiming to develop employee talent.

Use template

The Professional Growth Resources Survey looks at how easily employees can find and use materials for self-development, from online courses to internal knowledge bases. It surfaces what's working, what's missing, and what's getting in the way, giving you a clear picture of how to support learning at your company.

What the “Professional Growth Resources Survey” survey measures

The survey captures perceived accessibility and quality of professional growth resources through star ratings, identifies which resource types (courses, books, webinars, internal platforms) employees actually rely on, and ranks resources by importance to prioritize investment. It also tracks how often time constraints block self-development efforts and collects open-ended feedback on specific barriers, time-allocation solutions, and resource gaps employees want filled.

Who the “Professional Growth Resources Survey” template is for

This template suits HR managers, L&D teams, and people leaders who want to understand how employees engage with learning resources and where to invest next. It's especially useful for companies building or refreshing internal training programs, evaluating subscription tools like LinkedIn Learning, or trying to reduce turnover by strengthening career development support.

How to adapt the template to your needs

You can tailor the resource list in questions 3 and 5 to match what your company actually offers, adding or removing platforms, internal tools, or mentorship programs as needed. Consider adding branching logic after question 6 to dig deeper into time-management barriers for employees who report constant time shortages, or insert a department/role question to compare resource needs across teams. If your company doesn't offer internal knowledge bases or webinars, simply drop those options to keep the survey relevant.

Questions and answer options

Question type: open text answer.
Question type: multiple choice.
Answer options:
— Online courses (Coursera, Udemy)
— Internal knowledge bases
— Books and professional literature
— Webinars and conferences
— Platform subscriptions (LinkedIn Learning)
Question type: ranking.
Answer options:
— Online courses
— Internal training
— Platform access
— Books and literature
— Webinars and events
Question type: single choice.
Answer options:
— Constantly
— Often
— Sometimes
— Rarely
— Never

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Frequently asked questions

Pair the star rating with the open-text barriers question to see if the issue is discoverability, cost, time, or approval processes, then address the specific root cause rather than just adding more resources.
Running it by department can reveal whether certain teams (like engineering or sales) have different resource needs, which helps you allocate learning budgets more precisely.
It shows which resource types employees value most, so you can direct limited training budgets toward what will have the biggest impact rather than spreading spend evenly.
Use the open-text answers from question 7 to identify concrete fixes, like dedicated learning hours or manager-approved time blocks, and pilot those changes with a follow-up survey to measure impact.