Training Tuition Reimbursement Procedure | DEV102

Training Tuition Reimbursement Procedure

The Training Tuition Reimbursement Procedure outlines the requirements for approved programs, employee eligibility and tuition reimbursements. Training reimbursement increases employee abilities in their present positions, prepares them for future positions, and keeps them current with new advancements or technologies.

The Training Tuition Reimbursement Procedure applies to all non-company’sponsored, training and educational or seminar programs. (4 pages, 582 words)

Training Tuition Reimbursement Responsibilities:

The Human Resources Manager should be responsible for coordinating training and development programs and reimbursement with each employee or department manager to develop each employee to their potential and support the objectives of the company and department.

Department Managers should be responsible for approving requests for training, in coordination with the Human Resources Manager, for each reporting employee.

Training Tuition Reimbursement Procedure Activities

• Eligibility
• Approved Programs
• Reimbursement

Training Tuition Reimbursement Procedure Forms

• Request for Training Form

How Should You Evaluate The Training Course?

Training is one of the essential elements of any business process improvement initiative. As a company undertakes a quality or process improvement initiative, new skills and concepts are required. While the training venue such as a public training course, a private in-house program or one-on-one coaching, is relevant, the content and methodology is critical for the training to be effective in changing behaviors and outcomes, or else you’re not getting value out of training.

SAFEGUARD YOUR TRAINING INVESTMENT

To assure a positive outcome and safeguard the investment in time and money spent, prospective students need to investigate their training options prior to enrolling and attending. Students and employers also need to evaluate the training reimbursement options. Consider these strategies prior to enrolling in or sending an employee to a class:

• Decide which skills need to be addressed and how the content will apply it to current and future responsibilities.

• Before the class, make a list of the top three to five skills/concepts you want to learn. Laying out clear expectations will force you to participate more fully and ensure you’re getting value out of training.

• Find out how the course is structured. Does the instructor use a variety of techniques to reinforce the learning experience? Are there class exercises or small group projects? What percentage of the course is delivered via instructor lecture? Is there self-study or pre-course work involved? Can you contact the instructor after the course?

• How do you learn? Do you learn most effectively by listening, reading or doing? Is your learning style compatible with the course approach?

• Make sure that your expectations are realistic. If you are uncertain about the course design or need more detail about a particular class, contact the training company and verify. Often times, you can speak directly with the instructor.

• Discuss with your manager or co-worker how each of these skills or concepts will help you do a better job after the training class.

• Schedule a presentation to your team upon your return to work. Debrief as soon as possible after the training, especially while the ideas are fresh and clear. Share your new knowledge and enthusiasm with others and encourage them to consider a new perspective. Your training experience will not be helpful if it occurs in a vacuum.

• Plan for the time you are out of the office and away from your daily responsibilities. If you are distracted by issues back at the office or receive phone calls throughout the day, the learning experience will be diminished.

• Be sure co-workers call only in a case of true emergency. It is difficult to recover from distractions, regardless of their importance.

GETTING VALUE OUT OF TRAINING

Training is an investment in time, money, company strategy and the student’s skill level. If the training is done well, it will have a significant impact on the organization and the return on the investment will be incalculable.