Checklist "Support from companies for individual further training of employees"

1. fundamentals

  • Further training must only be supported by an employer if it is necessary for the exercise of the profession. It is only necessary if the further training is prescribed by law or required by the employer.
  • As long as an employer does not support further training, they do not have to approve it as long as it is not expected to affect work performance. This means that employees do not have to inform their superiors about in-service training.
  • In many companies, there are rules regarding the individual further training of employees. Employees should be aware of these.
  • Companies support further training if it improves employees' current and/or future work performance. Employees should therefore be intensively involved with the corporate strategy.
  • Employees who ask for support from the company must be fully convinced of the training themselves. They are very well prepared and documented for negotiations with their superiors.

2 What are companies afraid of when it comes to supporting employees?

  • Employees perform less during training than before
  • High costs of further training, which companies should contribute to.
  • After further training, employees demand a pay rise.
  • The employees resign after completing the training.
  • Employees resign immediately if they are not supported in their further training by the company.
  • Some managers fear for their own position in the company because they are afraid that an employee will suddenly be more highly qualified than they are

3. how can companies' fears be reduced?

  • Commitment to your own company.
  • The will to use the new knowledge and skills for the benefit of the company:
    • Support in the implementation of the corporate strategy
    • Improving your own work performance
    • Reduce existing problems
  • The willingness to commit to the company for 1-2 years if the employer supports the further training. In the event of premature termination of the supported employee, part of the company's financial contribution must be repaid by the employee.

4 How can an employer support further training for its employees?

  • Financial
    • By contributing to the costs of further training
    • Through a salary increase or bonus, which is paid out after successful completion of further training.
  • Provision of working time
    • With reduced salary
    • With the same salary
  • Knowledge
    • Provide knowledge that is available in your own company.
    • Tutoring offers
  • Practical examples
    • Your own company can be used for assignments (reflection reports, term papers or dissertations).
  • The opportunity to develop success stories confirmed by the employer within the professional practice on the basis of the newly acquired knowledge, which can be attached to the application documents.
  • Offer career prospects in your own company
  • Unpaid vacation

5. communicate the benefits of further training for your own company

  • New knowledge
    • How does the new knowledge benefit the company?
  • New competencies
    • How do the new skills benefit the company? Can the new skills be used to develop promising strategies, win new customers, improve work steps or save costs?
  • New ideas for improving the current situation in the company
    • The transfer of knowledge with practical examples in the classroom or through discussions with course participants often leads to new ideas that can improve the success of your own company.
  • The company can react better to changes and trends in the market and take advantage of opportunities.
  • New relationships
    • During the training, relationships are established with course participants that are useful for the company: Relationships with potential customers, cooperation partners or suppliers.
  • Employees appreciate the support from the company, which leads to higher employee motivation and loyalty to the company and reduces employee turnover.
  • Always link the benefits to specific examples that suit your own company.
  • If possible, underpin the advantages with current facts from studies or success stories from graduates.

6. arguments in favor of support for further training by the company

  • Reduce the employer's fears (see point 3.)
  • Emphasize advantages for the company (see point 5.)
  • Emphasize personal commitment and motivation:
    • Training outside working hours - major investment on the part of the employee without affecting their professional commitment.
    • The willingness to take on new tasks with greater responsibility.
    • The willingness to share the newly acquired knowledge with your own team.
    • The personal goal of proposing and implementing new ideas for internal optimization in your own company during the training.
    • Own compromises such as foregoing a pay rise for a certain period of time.
    • If the employer provides support, the employee is additionally motivated and willing to make an extra effort.

7. reaction to a negative decision on the part of the company

  • Show understanding, never react offended.
  • Ask for justification.
  • If only a financial contribution is not possible, bring time support or another type of support into play (see point 4.).
    • Time off can also be limited to the exam preparation phase; for example, three months before the final exam, the employee is given half a day off.