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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 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.
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:
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.