Such opportunities are actively used by conscious

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Development-motivated specialists. Thus, the HSE study “Corporate Universities of Russia 2023” mentions more than 50 corporate universities. They are owned by banks, retailers, IT companies, industrial enterprises, and state corporations. Together, they train about 4 million people a year.

In companies that do not have a corporate university or their own educational program, employees can gain knowledge on external platforms. This is where the dilemma arises: who should initiate and pay for training? The most effective way, as shown by the studies cited earlier, is co-financing: part is paid by the employee, the rest by the employer.

At the same time, the company's participation may vary, depending estonia telegram on its interest in the results. It may be 50% or 90%. If the initiator is the employer, then it is logical to compensate for most of the costs. If the employee himself, then he needs to try to "sell" this idea to the manager and prove the value of his training for the business.

It is not necessary to pay for training in "real" money. For example, in our company, employees can pay in corporate currency. Usually, each is allocated a certain amount per year. You can use it to buy voluntary health insurance, consultations with a psychologist, any courses, merch and everything that is in the corporate program.

Thus, the employee must make a choice in favor of certain services: we are not talking about real money, but the idea of ​​co-financing remains.



Main thoughts
Most companies (63%) consider training and development to be the main task of their employees in 2024. Training is also the most popular goal of employees for the current year. This was the answer of 23% of respondents. Therefore, the question of who should pay for acquiring new skills remains relevant. In order to make a decision, it is important to understand:

Training employees solely at your own expense is risky. They may lose loyalty to the company and start looking for a new job to "sell themselves more."
Full compensation of expenses by the employer increases employee loyalty, and therefore the retention rate in a deficit market, but “kills” the motivation to learn.
Co-financing helps the company assess the personal interest of employees and, as research shows, get the most noticeable results from training.