Back to School, Part 1/3: Working and Learning – Can They Be Balanced?
Back to School, Part 1/3: Working and Learning – Can They Be Balanced?
Where Do Organizations Fit Within This?
Many organizations want the best employees possible. Some employees have a natural gift or a charismatic spirit, but what many organizations truly seek are excellent skills that contribute to the organization’s success. Employees may need to diversify their skills to facilitate movement within the organization and ensure success.
To address the skills gap issue, many organizations hold internal training sessions for different skills specific to organizational success. Employees may take the initiative to enroll in these courses, taking them systematically in case of an opportunity to move within the organization. Overall, however, many employers and employees seem to lean towards higher education for professional development.
Allowing an employee to continue his / her education can help foster personal and professional growth. As such, many organizations provide some sort of tuition reimbursement. Of course, no organization wants to give well earned money without something in return. Tuition reimbursement programs often have specific requirements that include the following:
• Contract work after completion of a degree or certification (http://businessmajors.about.com/od/payingforschool/a/TuitionReimburs.htm) - Ensures that employers reap some benefit from an employee attaining a degree program on the organization’s dime. There may be a pre-determined amount of time the employee must continue to work at the organization after completion of school in order to obtain the full reimbursement.
• History of working within the organization (http://www.allbusiness.com/human-resources/employee-development/1163-2.html) - Some organizations may require an employee to be full-time to be eligible for the program. Others may require workers to have 3 or 6 months of service prior to receiving tuition reimbursement.
• Stipulation of payment (http://www.allbusiness.com/human-resources/employee-development/1163-1.html) - 100% of total costs? 75%? Or even 50%? Many policies include some sort payment clause. Some organizations offer a fixed dollar limit for reimbursement. Others will offer to pay for only job-related majors or courses. There also may be a certain GPA requirement in order to be eligible for tuition reimbursement.
Organizations can show support for an employee in other ways. In order to help an employee juggle work and school, some organizations permit workers to telecommute during finals or even permit flexible work hours (http://www.allbusiness.com/human-resources/employee-development/1163-3.html). Take note, however, that if an employee decides to go back to school, they alone are responsible for their education. This may mean making sacrifices, and becoming more organized or sensitive to time management.
How Can Work and School Be Managed?
There are many areas an employee needs to address when discussing the possibility of going back to school. Questions in regards to finance, homework, family life, and work come into play. Many begin school but don’t finish. While disappointing the employee, this may also cause the organization to lose money. To ensure commitment and success, Credit.com (http://www.credit.com/life_stages/getting_ahead/Going-Back-to-School.jsp) gives these suggestions:
• Test Things First. Taking one or two courses can help determine whether not going back to school is really a viable option. Everyone has their own method, whether it’s online college or evening classes. Trying different things and seeing what fits perfectly for an employee will help make balancing school and work easier and successful.
• Time Management is a Must! Employees should already have skills in time management. Otherwise, how would they accomplish their current work duties? Time management becomes an even more pertinent skill when an employee is trying to meet the challenge of balancing school and work.
• Finding Financial Aid. Even as an adult student it is possible to gain some sort of state or government aid. That aid could help ease the burden on payment for both the employee and employer.
• Have Finance Systems In Practice. It’s not a secret that the home life can easily spill into work. With the added stress of schoolwork, things can go awry quickly. To help ease the stress, having a plan and a budget will help employees to have a happy balance between work, home, and school.
Drawbacks?
As with everything, there are some drawbacks to adult education. Bob Brady, founder and CEO of BLR, stated in an E-opinion article (http://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspx), “In an age in which all of us feel obligated to reduce everything to its dollars-and-cents value, no benefit is sacrosanct, but—at least so far—we haven’t considered eliminating tuition reimbursement. Inertia is part of the reason, but there is also the feeling that even if the economic benefit to the company doesn’t justify the expense, the social benefit of helping employees does.”
Brady goes on to mention that in some cases, employees have been upset when they did not receive an immediate promotion after completing a degree. Some organizational leaders do not like the idea of so much money going towards just a few people who decide to pursue higher education. Many would rather use the same money for more broader-based programs for the organization.
Whatever the scenario, adult education and its effects on an organization deserve serious thought. Organizations should carefully weigh whether they want to offer any sort of support for their employees pursuing higher degrees. Likewise, employees have to be aware of the effects going back to school may have on their home life and work. It is possible that the benefits do outweigh minor sacrifices…but every organization and person is different. The challenge lies in keeping a healthy balance where both parties win.
Back to School Part 13 Working and Learning Can They Be Balanced - To learn more about this author, visit Jennifer Loftus's Website.
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Many people question whether or not it is practical to gain a higher degree, or undertake some sort of additional training. In an age where downsizing is possible anywhere, many people feel the need to diversify somehow. Education seems like a perfect resource. Continuing education while still working presents many questions, however: How can work and school be balanced? Does the organization gain any benefits from employee’s continuing education? Can an organization assist their employees? If so, then how?
Where Do Organizations Fit Within This?
Many organizations want the best employees possible. Some employees have a natural gift or a charismatic spirit, but what many organizations truly seek are excellent skills that contribute to the organization’s success. Employees may need to diversify their skills to facilitate movement within the organization and ensure success.
To address the skills gap issue, many organizations hold internal training sessions for different skills specific to organizational success. Employees may take the initiative to enroll in these courses, taking them systematically in case of an opportunity to move within the organization. Overall, however, many employers and employees seem to lean towards higher education for professional development.
Allowing an employee to continue his / her education can help foster personal and professional growth. As such, many organizations provide some sort of tuition reimbursement. Of course, no organization wants to give well earned money without something in return. Tuition reimbursement programs often have specific requirements that include the following:
• Contract work after completion of a degree or certification (http://businessmajors.about.com/od/payingforschool/a/TuitionReimburs.htm) - Ensures that employers reap some benefit from an employee attaining a degree program on the organization’s dime. There may be a pre-determined amount of time the employee must continue to work at the organization after completion of school in order to obtain the full reimbursement.
• History of working within the organization (http://www.allbusiness.com/human-resources/employee-development/1163-2.html) - Some organizations may require an employee to be full-time to be eligible for the program. Others may require workers to have 3 or 6 months of service prior to receiving tuition reimbursement.
• Stipulation of payment (http://www.allbusiness.com/human-resources/employee-development/1163-1.html) - 100% of total costs? 75%? Or even 50%? Many policies include some sort payment clause. Some organizations offer a fixed dollar limit for reimbursement. Others will offer to pay for only job-related majors or courses. There also may be a certain GPA requirement in order to be eligible for tuition reimbursement.
Organizations can show support for an employee in other ways. In order to help an employee juggle work and school, some organizations permit workers to telecommute during finals or even permit flexible work hours (http://www.allbusiness.com/human-resources/employee-development/1163-3.html). Take note, however, that if an employee decides to go back to school, they alone are responsible for their education. This may mean making sacrifices, and becoming more organized or sensitive to time management.
How Can Work and School Be Managed?
There are many areas an employee needs to address when discussing the possibility of going back to school. Questions in regards to finance, homework, family life, and work come into play. Many begin school but don’t finish. While disappointing the employee, this may also cause the organization to lose money. To ensure commitment and success, Credit.com (http://www.credit.com/life_stages/getting_ahead/Going-Back-to-School.jsp) gives these suggestions:
• Test Things First. Taking one or two courses can help determine whether not going back to school is really a viable option. Everyone has their own method, whether it’s online college or evening classes. Trying different things and seeing what fits perfectly for an employee will help make balancing school and work easier and successful.
• Time Management is a Must! Employees should already have skills in time management. Otherwise, how would they accomplish their current work duties? Time management becomes an even more pertinent skill when an employee is trying to meet the challenge of balancing school and work.
• Finding Financial Aid. Even as an adult student it is possible to gain some sort of state or government aid. That aid could help ease the burden on payment for both the employee and employer.
• Have Finance Systems In Practice. It’s not a secret that the home life can easily spill into work. With the added stress of schoolwork, things can go awry quickly. To help ease the stress, having a plan and a budget will help employees to have a happy balance between work, home, and school.
Drawbacks?
As with everything, there are some drawbacks to adult education. Bob Brady, founder and CEO of BLR, stated in an E-opinion article (http://hrdailyadvisor.blr.com/archive/2007/09/07/tuition_education_expense_benefit_program_policy.aspx), “In an age in which all of us feel obligated to reduce everything to its dollars-and-cents value, no benefit is sacrosanct, but—at least so far—we haven’t considered eliminating tuition reimbursement. Inertia is part of the reason, but there is also the feeling that even if the economic benefit to the company doesn’t justify the expense, the social benefit of helping employees does.”
Brady goes on to mention that in some cases, employees have been upset when they did not receive an immediate promotion after completing a degree. Some organizational leaders do not like the idea of so much money going towards just a few people who decide to pursue higher education. Many would rather use the same money for more broader-based programs for the organization.
Whatever the scenario, adult education and its effects on an organization deserve serious thought. Organizations should carefully weigh whether they want to offer any sort of support for their employees pursuing higher degrees. Likewise, employees have to be aware of the effects going back to school may have on their home life and work. It is possible that the benefits do outweigh minor sacrifices…but every organization and person is different. The challenge lies in keeping a healthy balance where both parties win.
Back to School Part 13 Working and Learning Can They Be Balanced - To learn more about this author, visit Jennifer Loftus's Website.
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Linda RichardsonLinda Richardson is the Founder and Executive Chairwoman of Richardson, a global sales training and performance improvement company. As a recognized leader in the industry, she has won the coveted Stevie Award for Lifetime Achievement in Sales Excellence and she was identified by Training Industry, Inc. as one of the “Top 20 Most Influential Training Professionals.” Ms. Richardson is credited with the movement to Consultative Selling and is the author of ten books on selling and sales management, including Sales Coaching — Making the Great Leap from Sales Manager to Sales Coach, and Stop Telling, Start Selling. She teaches sales and management at the Wharton Graduate School of the University of Pennsylvania and the Wharton Executive Development Center. Linda is a frequent speaker at industry and client conferences, has been published extensively in industry and training journals, and has been featured in numerous publications, including The Wall Street Journal, Forbes, Nation’s Business, Selling Power, Success, and The Conference Board Magazine. Learn more about Richardson's sales training and performance improvement solutions at http://www.richardson.com web - Visit Linda Richardson's Website |
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John PowerJohn Power, founder of Biltmore Franchise Consulting, has extensive experience developing and marketing franchises and business opportunities. He has been in and around franchising for over twenty years. From 1980 through 1990 he conceptualized, organized, and developed the American Video Association. He grew AVA to 2,000 national members, before selling the company it 1990. It was later merged into another home video marketing company. From 2000 to 2005 he worked as a contract marketing and human resources consultant to several local and national companies. In 2005 Mr. Power began working as a franchise development consultant on a full-time basis. Since that time he has helped more than three dozen companies initiate and develop their franchising program. He notes that there are many companies interested in developing a franchise program, and who need his specialized assistance. Mr. Power is a “hands-on” franchise consultant. He said, “I am the ‘nuts and bolts’ person who tends to the details for my clients.” Mr. Power holds a B.S. degree with a major in Marketing. See: www.biltmorefranchise.com You may contact Mr. Power at: jpower@biltmorefranchise.co - Visit John Power's Website |
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