There is much sense in companies providing support for their employees’ goals for higher education. Even if it would appear that it would be the employees who would primarily benefit from such a move, companies stand to gain as much. Companies can consider sponsoring employees as they avail of educational opportunities and count them as investment instead of an expense.
The professional development of employees is considered an advantage for both the employer and the employee. When a company voluntarily provides for educational training to employees, it is able to create a positive working environment which encourages employees to perform better. An employee who sees that a company genuinely cares for his/her continuous development tends to develop more loyalty to the company.
More training and learning usually result to improved job skills. Learning not only comes from external sources such as schools but also through mentoring as provided by management to employees. Mentoring is especially appropriate when job promotions follow an internal succession plan.
Subsidizing further employee learning motivates employees to do more than what is expected of them. The level of overall satisfaction among employees is generally high since there is every reason to believe that the employer values its workforce.
Employees who are not only encouraged but are actually supported by their companies in pursuing higher education or learning additional skills are quite fortunate. Not everybody is given that chance thus employees should treat it as an opportunity rather than an obligation. Companies will only benefit from it to the extent of the employee’s give-back while employees retain it for the rest of their lives.