Tuition Reimbursement

Tuition reimbursement supports learning within the organization. If a company invests in the education of their workers, they should be specific and consider the strategies and objectives of the organization - not the strategies and organizations of the individual. A company will not see returns by reimbursing flights of fancy. However, they should take into consideration the overall enrichment of the individual as well. Exploratory learning is often good for the individual, though it may be counterproductive for the organization as a whole.

Studies show four patterns in those enrolled in tuition reimbursement programs. They held complex feelings toward dual roles of work and school and toward the tuition program. They utilized career adaptable coping behaviors that delayed school progress. Workplace features including policies and supervisors influenced the nature of participants' conflicts and supports. And participants expressed nontraditional, yet integrative student experiences. (Gagnon and Packard, 396)

When the organization chooses to pave the way for higher education, individuals are able to progress toward their career goals. As a benefit of employment, this aids in talent retention. Some people wouldn't go back to school without tuition reimbursement.

Yet employers will only pay for higher education that fulfills their strategies and objectives. Some may see the degree that the employer chooses as helpful to their career, but have a natural inclination to another field of study. There will be a necessary adaptation for individuals that are pursuing higher education to suit the needs of the organization that is paying for it. (Gagnon and Packard, 487)

Advancement of career goals is the most important factor in signing to a tuition reimbursement program. Individuals will have to adapt to the organization and not  the other way around. Despite the obstacles individuals may face between competing work and school responsibilities, they will carry on with this adaptation for the greater good. (Gagnon and Packard, 487)

The duality of work-school importance is more of a priority for the individual than the organization. Performance at school is the responsibility of the individual and the organization need only to inspire them further. Since employment provides participants of tuition reimbursement with a means of living and an opportunity to pursue higher education and career advancement, they may find difficulty in choosing which role is most important. Few will say that work takes priority over school. (Gagnon and Packard, 487)

Also, 95% of corporations have systems in place to financially support employee education but if you parse those numbers, a tiny fraction goes to colleges and universities. This research implies that colleges and universities are to blame as they are out of touch with the needs of organizations and how they intend to develop their workforce. (Investment Weekly News, 654) Research shows tuition reimbursement  programs have low participation rates and internally developed programs within organizations have low success rates.

Take-Away Points

1. Organizations will fund higher education if it suits their objectives and strategies. Individuals should, in turn, seek employment with a company that suits their interests.
2. The duality of work-school importance is a major challenge for participants of tuition reimbursement. Many don't put work over school and keep them both on an even keel.
3. Colleges and universities are out of touch with the needs of management.

Sources
An Overwhelming Climb: The Copmlexities of Combining College, Full-Time Work, and Company Tuition Assistance; Janelle L. Gagnon and Becky Wai-Ling Packard; http://jcd.sagepub.com/content/39/6/479.full.pdf+html

http://www.lexisnexis.com/hottopics/lnacademic/?verb=sr&csi=337920&sr=HLEAD%28Research%20Shows%20Universities%20and%20Colleges%20Are%20Missing%20Out%20on%20Critical%20Revenue%20Stream%29%20and%20date%20is%202012