Not a bad idea - after all, who benefits the most from this?
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https://apple.news/A1C_kd51wRmiXgrf5CiHiMQ
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Pretty standard practice across various businesses that do this, from trucking companies to tech companies.Norfolk Southern has for a while, although you're an indentured servant for a bit. You also have to pick something applicable in the industry.
I figured as much. It's been going on for at least 15 years here.Pretty standard practice across various businesses that do this, from trucking companies to tech companies.
Most places I have worked (in I.T. industry) have provided employee-assistance for education. But like someone else posted, it had to be specific to the industry. I.e., I couldn't go to law school on the company dime, etc.Not a bad idea - after all, who benefits the most from this?
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IT company I worked for provided “assistance “, but it was minimal and with strings; don’t mind the strings, just pay for it all.Most places I have worked (in I.T. industry) have provided employee-assistance for education. But like someone else posted, it had to be specific to the industry. I.e., I couldn't go to law school on the company dime, etc.
That being said, I avoided more education like the plague - since maybe an MBA would have been the only graduate program they would accept. Then again, I never had any desire to be in management....so I saved many hours of useless study.
Where companies fail is in training in specific courses that would make you more marketable. Especially in I.T., where they will hire from the outside for specific skills, rather than train their existing employees in the same skills. I guess the company's logic is that you will leave for a better job if you get trained in those skills. But it's a 2-way street: I have no loyalty to a company that isn't interested in investing in my future with them.
Yep. I was at Merck for over 11 years, and would probably still be there had Merck not gone hogwild on downsizing/outsourcing their I.T. staff globally. I had survived numerous waves, but finally got caught in the numbers game. But not before taking a good pension with me, and 8 mos severance with full med/dental. They had Cadillac perks: good bonuses, plentiful PTOs, excellent medical and dental. And hardly any turnover. Go figure!IT company I worked for provided “assistance “, but it was minimal and with strings; don’t mind the strings, just pay for it all.
I see no problem with a company offering a HS grad a full ride for x years of employment (3-5 sounds reasonable, depending on the industry) with a reasonable salary. If it’s a good company and grad is happy after contract ends, proper incentives will keep him/her. People usually leave for better jobs - either compensation or working conditions. Make those non starters for an employee with 5 years experience and they probably won’t leave.
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Shell was the same way. They paid for my accounting degree.Norfolk Southern has for a while, although you're an indentured servant for a bit. You also have to pick something applicable in the industry.
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Shell was the same way. They started offshoring IT & Accounting jobs to service centers in Malaysia, India & the Philippines. Mine eventually went to India in 2008.Yep. I was at Merck for over 11 years, and would probably still be there had Merck not gone hogwild on downsizing/outsourcing their I.T. staff globally. I had survived numerous waves, but finally got caught in the numbers game. But not before taking a good pension with me, and 8 mos severance with full med/dental. They had Cadillac perks: good bonuses, plentiful PTOs, excellent medical and dental. And hardly any turnover. Go figure!
My job was consolidated with another position across town. The other guy was laid off and rehired as a contractor. He lost all his PTOs, and took a 25% pay cut.Shell was the same way. They started offshoring IT & Accounting jobs to service centers in Malaysia, India & the Philippines. Mine eventually went to India in 2008.