by T.Hoerner

Created on: October 01, 2008   Last Updated: October 08, 2008

There are so many reasons why an employer should support the continuing education of their employees that benefit not only the employee but also the employer, as well. There are a wide variety of programs offered to employees that include tuition reimbursement and that may cover college courses or on site courses covering time management, customer service and effective internal communications.

This opportunity is a massive benefit from an employee stand point; as many employers offer tuition reimbursement which is equal to free education, even those who don't want to return to school usually won't battle something handed to them for free. In today's challenging and ever-changing market place, a well educated candidate is selected more frequently and generally paid a higher wage than those who have skills from hands on experience alone. The additional education will make any employee more valuable, allowing the employee the ability to compete better in the ever changing workplace of today.

For the employer, the greater educated employee is more diversely used, thus more valuable. This employee is better able to self manage, communicate and work in greater applications than one who has not taken part in continued education. Sometimes, these courses are a great way to change even a tactless, manner less, employee how to chew with her mouth closed and say thank you, or to show the problem employee how to work better in a group setting. Often, it is less expensive to educate an existing employee than to hire and train a new employee with the education back ground the company is seeking.

An example of such a circumstance would be to allow a currently employed book keeper to begin working toward an accounting certificate or degree, offering this employee tuition reimbursement up to $325.00 per class, per semester, based on a GPA of a 3.0 or higher, and an agreement that includes employment of this employee for at least six months after completion of the courses paid for. Often, there is a dollar limit or a limitation on classes within a certain time frame.

Another example of continued education that may be offered is from consulting firms who give courses on marketing, effective management and internal or external communications. The company will pay for a group of its employees to attend such training usually right on site. The education is geared more toward the company and around its specific field making it directly applicable to the employee's position and situations. Often, the employee who took part will receive a certificate of completion to keep. This will be a good addition to the employees resume or portfolio.

The benefits of an employer offering classes are great. It's a situation where all involved benefit and should be encouraged to partake in this idea.

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