Evaluating Tuition Reimbursement Programs Research Paper by writingsensation

Evaluating Tuition Reimbursement Programs
A look at the benefits and drawbacks of tuition reimbursement programs.
# 75495 | 2,839 words | 14 sources | MLA | 2006 | US
Published on Dec 13, 2006 in Education (General) , Business (General)


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Description:

This paper reviews the various factors influencing tuition reimbursement programs, as well as the determining factors and needs of the labor market that demand such programs. This paper also reviews case studies of tuition reimbursement programs.

Contents:
Western Union's Experience
Alternatives to Tuition Reimbursement Plans
A Program Based on Research
Teachers and Tuition
Health Care and Tuition Reimbursement
Where Does Tuition Reimbursement Fit?
Conclusion

From the Paper:

"Analyzing these statistics points toward tuition reimbursement as a 'can't fail' proposition for the employer. First, in virtually all cases, the employer specifies what is reimbursable, making it easy for the employer to both support the employee in his or her quest (a benefit to the employee) and make sure that the employee must contribute something to the effort. Setting a dollar amount maximum would enhance the likelihood that the employee would attempt to choose only the most valuable courses, knowing that if he or she did not use the program wisely, they might not be able to be reimbursed for courses in subjects they really want or need.
Three-quarters of the employers reimburse only after a course is successfully completed, limiting their financial exposure to courses for which the employee was willing to contribute the work needed to succeed. Setting a minimum service requirement to retain reimbursement is a sensible and logical move; that not only ensures that the company reaps the benefit of the employee's increased knowledge and wisdom, but also ensures that the employee does not use tuition dollars from their current employer to run out and find employment, with their greater credentials, elsewhere, at least not until the ink is dry on the diploma. However, "Only 26 percent of employers set an expectation or requirement that an employee will return all or a portion of tuition reimbursement if he or she leaves soon after finishing a course or degree."

Cite this Research Paper:

APA Format

Evaluating Tuition Reimbursement Programs (2006, December 13) Retrieved May 24, 2022, from https://www.academon.com/research-paper/evaluating-tuition-reimbursement-programs-75495/

MLA Format

"Evaluating Tuition Reimbursement Programs" 13 December 2006. Web. 24 May. 2022. <https://www.academon.com/research-paper/evaluating-tuition-reimbursement-programs-75495/>

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