Innovation with Tuition Reimbursement

Previously, I suggested that the current tuition reimbursement model was inefficient and ineffective.

What could a new tuition reimbursement model look like for companies in the United States?

  1. Companies start to identify formal learning certificates, degree-building, and degree programs from local colleges and universities that will be in line with the company’s learning needs.
  2. Classrooms move from the university to the company location.
  3. Companies would re-allocate a percentage of tuition dollars toward budgeted, learning objectives focused on company needs.
  4. Companies would negotiate with local colleges and universities for a scaled, tuition pricing for employee learning cohorts.
  5. Companies would negotiate for increased control of instructor quality and consistency in the formal learning process.
  6. Employees in these cohorts would learn with their workplace colleagues — creating new skills for a company while creating and growing a learning culture.
  7. Companies would internally market the learning programs that would provide the biggest return on invested tuition dollars.
  8. Local colleges and universities would create incremental revenue sources with limited direct costs.

Click here to see the SlideShare version of this proposed new model.

 

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About Gary Stocker
Since 2004, I have developed more than a dozen academic partnership programs with 7 different universities. I have developed the web site: www.collegecohorts.com to share the tips, systems, and processes that were used. Theses partnerships include certificate, degree-building, degree programs for a major midwestern health care system. Examples of the academic partnerships include, MBA, MHA, RN to BSN, MSN, Allied Health, and Nurse Case Manager.

One Response to Innovation with Tuition Reimbursement

  1. Betty Jones says:

    I agree with most of what I read. Although I am somewhat confused why we think the large corporations are going to allow or even want student in the work place disruption the follow of business. Am I looking at this all wrong? Is this similar to internships or classrooms are not the workplace? Either way I could see it working if the corporation look at it from the big picture. Part of the picture would consist of investing in those that the feel can be gainfully employed at their company.

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