by Annette Poro

Created on: September 28, 2008   Last Updated: October 08, 2008

Article title: Further education for current employees: Smart employer policy?

Questions and Suggestions for Employers

If funding further education of employees you should be asking questions.

When will the return on my investment begin? How long will it last?

How long will employees stay and use their learning in the business?

Rather obvious questions? Maybe. But have you adequately tied these points down in your staff contracts? Otherwise you may be paying for their education while they plan their escape. Have another look and insert any needed contractual clauses. Return on investment should begin to filter back as early as possible. It makes business sense to financially support employees to follow courses of study that involve early and practical application of learning in the workplace. Check out the course programme. Speak with the college about the details.

Now, what is that return on my investment, anyway? Are you really sure that the course results in the specific skills or knowledge relevant to the business? And have you thoroughly analysed and planned how the funded employees will actually apply the new skills or knowledge within the business? How are increased skills linked to changes of jobs and responsibilities? Is this type of skill enhancement built into the human resource strategy and planning? Any doubts? You may need to do some analysis of the facts.

Most courses of study are energy and time consuming. You need to be sure that the demands of the course can be managed without causing work performance problems or unacceptable absences from work. Flexible or online courses may be a good option. You also need to be confident that funded employees have the ability and staying power to keep going through the full duration of the course. Before providing funding, think about the employee's ability and motivation to carry through.

If you can enter into clear agreement with your employees and with the College on the crucial aspects of your investment, then your chances of getting a good return are much increased.

Smart employers work closely with colleges regarding the design and delivery of courses that teach the specific skills and knowledge needed for their business. Colleges will often welcome such involvement. Pro-active employers can participate actively for example in the setting and monitoring of student assignments and course activities, ensuring that these are relevant and linked directly to the business. Of course this type of active partnership between employers and colleges is often more feasible if the employer is funding several employees.

In summary, as an employer you should:

Fund skills and knowledge that you are sure can and will be used in your business

Know when and how the learning will be applied in your business

Be pro-active and get directly involved in managing your investment if possible

Plan what happens if employees do not follow a course of study as planned

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