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HOW TO CONVINCE THE CHIEF PAY FOR YOUR TRAINING

Combining study and work is not only possible, but also necessary. Especially when there is an opportunity to negotiate with the head about tuition and save money.

We translated an article from the French portal Archolda on how to prepare for a conversation and what arguments work.

What is the employer’s interest in your training?
Employees gain the knowledge and skills they need in their work and better cope with their duties. Loyalty increases, and the staff turnover decreases.

What is the compensation?
#1. Full tuition fee

Many large companies (for example, L’Oreal, McKinsey & Company, Chanel) offer full compensation for employee training when they take courses that are directly related to work.

In this case, the employer most often indicates in the employment contract that the employee must remain in the company for some period (for example, one year) after undergoing training.

# 2 Partial payment

Other employers compensate only part. For example, Starbucks offers employees up to $ 1,000 annual training assistance. In Quiktrip chain stores, this amount reaches $ 2,000 per year.

For companies, this is another “bun” to entice sensible specialists to themselves.

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Unlike organizations that fully pay for staff training, they are less strict in choosing courses.

Many employers offer compensation to those employees who have already worked in the company for some time.

# 3 Partnership between companies and educational institutions

Sometimes companies collaborate with universities and educational centers. For example, the IT company SAS launched the SAS Academic program and agreed to train its employees at major universities in France.

Teachers can conduct classes directly at the workplace, or employees can choose a course from the program and study at the university.

About other goodies in French companies – in an interview with HR Director of the IT company SAP France.

How to discuss training compensation with your boss
#1. Decide on the course and make a list of arguments that will show the benefits for the company.

For instance:

– new skills will make you more productive

– you can take on additional tasks

– your diploma or certificate will increase the image of the company in working with clients

– education at the expense of the company will strengthen the employer’s brand

# 2 Prepare a list of possible objections from your boss and think about counterarguments.

Problem: studying will distract you from work.

Counterargument: if this is an online course, then you can take it in any free time from work.

If the classes fall on the work hours, you can say in advance how you will work them out (earlier to come to work / work on weekends / perform tasks for a week without reference to working hours).

Problem: everything can be learned in the office, there is no need to go somewhere for an unnecessary theory.

Counterargument: plus additional education is that it is more focused on the practical application of knowledge. You can learn a lot during work, but how long does it take and how many mistakes can you make during such training?

“In a digital society, primary education is already lacking,” said Frans Desnovo, head of staff training at GFI Informatique. – Employees striving for new knowledge are a valuable asset of any employer.

They can bring thinking out of the box or valuable skills to the company. They need to be supported, not intimidated and put in place. ”

Tips from major French companies. 0

Problem: The cost of training is too high for the company.

Counterargument: this is less than hiring a new employee who already has that qualification. You will have to bring him up to date, and in the labor market he is initially a more valuable and “expensive” shot.

Problem: courses or a diploma are not directly related to your work.

Counterargument: they may not be connected with her at the moment, but a good employee always strives for growth. To take a higher position and deal effectively with it, courses are needed.

At Labeyrie, a French food company, 80% of top management and 100% of regional sales managers got their seats as a result of internal mobility.

“You need to train your leaders yourself,” says Jacques Trottier, director of the company. “This is much more effective than looking for a manager from outside.” He believes that future leaders should receive knowledge, possibly not directly related to their work at the moment.

Then this knowledge will help them build a career within the company and benefit it in a higher position.

Tips from major French companies. 1

Sometimes an employee wants to switch to another field of activity or simply expand his competence. To support such an initiative means to keep employees motivated and loyal.

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