Happiness and Success in Tuition Reimbursement Happiness and Success in Tuition Reimbursement Living in a world of constant evolvement and powerful completion through corporate America, investing in an employee’s education should be considered as a benefit. Most companies highly regard their benefit packages as do any potential employees, especially when they offer extras such as tuition reimbursement. Any company who supports and offers tuition reimbursement is not only investing in an employee but also investing back into the company itself.
Having a happy and successful employee equals having a happy and successful corporation. Both employer and employee need to keep up with the competition and technology, thus, supporting the continuation of education allows this to occur. When deciding on a job, one must consider all their options. A company who offers tuition reimbursement is not only investing in an employee, but also investing back into the corporation; this is successful because they each consider all their possibilities available. An employer will usually show interest in paying for training that will either boost your skills for the job you’re already doing for them, or for something they are thinking of promoting you into. ”(Success Degrees. com, 2010). Research is one way to find out if tuition reimbursement is successful. Companies may start to discover how effective adding reimbursement for tuition to their benefit packages. Some companies began to hear all the positive notoriety tuition reimbursement was making for fellow corporations.
Employers began to weigh out the pros and cons of the tuition reimbursement and decided this may be the only way to keep up with the competitive salaries. There are a few key persuasive justifications that may assist in an explanation, thus convincing tuition reimbursement is the way to stay current and competitive. Many companies offer tuition reimbursement programs for any employee who may be interested in furthering their education. However, some employers do require a course which is related to the employee’s job description. Most employees are full time, but other companies offer tuition reimbursement to part time employees as well.
There may be several reasons why companies decided to offer tuition to both full time and part time employees. “ It’s a lot more expensive and frankly, a lot more troublesome to bring in new hires than to keep good people in the company, and most companies know that they’ll have a better chance of keeping you for some time if you rely on them to pay for your degree” (Success Degrees. com, 2010). After completing some extensive research on this subject, the outcome discovered was any employee who was offered tuition reimbursement had been with a particular company for at least a period of two years before receiving benefits.
Employers realize that education is the key to success on the job. Recently, companies all over the world are deciding to offer some type of tuition assistance programs. There are still some employers who have not stared a tuition program, but completing research with supporting knowledge may assist in making a change in any corporation. A potential employee may decide to introduce the concept of tuition reimbursement when applying for a coveted position.
If tuition reimbursement is something which may be of interest, then here are a few ideas which may assist in the transition for a new or even current job. Larger companies usually offer reimbursement for tuition, but only for employees who work full time and take courses related to their jobs. Companies like these have strict requirements and policies which demand that employees must stay employed for at least one year. If this does not occur, the unfortunate employee may be forced to pay back the entire tuition and any other fees which may have occurred during that time. While some employers recognize the benefit of having an educated workforce and are willing to pay to help their employees obtain that education, these employers generally recognize that their competitors value educated employees as well” (Smith, 2010). Deciding which classes to take or what type of degree to obtain should be the first step chosen. The second recommended step is creating a list of ways an education will benefit the company such as obtaining new skills will create a more productive employee during work.
The third step mentioned is being able to anticipate an employer’s possible concerns. Create a list of any problems an employer may raise, and think of solutions to each. Here is a common problem an employer may be concerned about if an employee is taking classes while being employed. One problem which may occur is an employee’s studies taking time away from their current work load. “It’s a great idea to actually rehearse exactly how you are going to make the case that going to school will not interfere with your work and that it will be a good investment for your company”(Success Degrees. om, 2010). A solution which may be applied is any online classes can be completed during an employee’s free time, thus, teaching the employee new skills to complete work in a more productive way. The last step an employee may mention is scheduling an appointment to discuss tuition reimbursement with an employer. Remember to practice all examples or reasons why tuition should be paid or added to the benefits package. “If your manager tells you that the firm does not offer a tuition reimbursement program, there’s no harm in suggesting that the company start one” (Smith, 2010).
However, if the employer is not receptive, keep in mind this request can always be made another few months in the near future. Afterwards, continue to research and compile facts based on tuition reimbursements. This should certainly assist in changing any employer’s mind, especially in regards to creating a more productive work force, thus, better profits. However, if the employer agrees to add tuition reimbursement in the benefits package then the next important thing to do is have this added officially, such as a contract.
Before ever signing any type of contract make sure to thoroughly read over the entire document very carefully and discuss any sections that may arouse concern. Of course, never sign any contract which forces an employee to meet unrealistic terms or have to stay employed for an unreasonable amount of time before or after employment. These are a few questions an employee should consider when reviewing a contract for tuition reimbursement. Unfortunately, some companies may offer tuition reimbursement, but have so many requirements which end up making it extremely difficult to even achieve.
An employee must be knowledgeable of a potential company’s rules and regulations another words the employee handbook. Once the employee has completed the initial research they may continue on to the contract and any questions involved. “Point out that paying for your tuition guarantees your employer a loyal, hardworking employee for multiple years, and a better educated employee after the program is complete” (Smith, 2010). When an employee is ready to discuss a contract the first item to look for is anything that may conflict with prior agreements such as asking how the tuition will be refunded.
This occurs in some companies because they pay the tuition directly while some deduct from the employees paycheck and reimburse at a later date. Giving all the information available, companies in this century must realize the grave importance of continuing education assists in their success or failure. The pros have certainly weighed out the cons after viewing the benefits education allots in the work place. One can agree that any company who supports and offers tuition reimbursement is not only investing in an employee but also investing back into the company itself.
Many companies have realized tuition reimbursement is a good investment mostly because having a happy and successful employee equals having a happy and successful corporation. References Smith, L. (2010). Tuition reimbursement-An Employment Perk . Message posted to http://www. investopedia. com/articles/pf/08/tuition-reimbursement. asp Success Degrees. com. (2010). Getting your employer to pay for your online degree. Retrieved from http://www. successdegrees. com/get-your-employer-to-pay-for-school. html
