Helping employees pay for courses they take does a lot for staff morale and retention at a time where jumping ship has become the norm

IN THE PRESENT employment environment, often described as an "employees market", companies facing the challenge of attracting and retaining employees are increasingly providing continuing education choices that enable staff to advance in the company and broaden their career options.

While salary related incentives are usually considered one of the most effective methods to retain the workforce, companies that support and finance continuous education programmes report reaping rewards.

Radica Systems, a communications software developer and spin-off company from the Hong Kong University of Science and Technology, believes supporting continuous education programmes is a business necessity.

The e-solutions vendor which designs and develops artificial intelligence to improve marketing programmes financially supports further education programmes in several ways. "We provide financial support for engineering and marketing degree programmes but also make financial support available for joining short programmes and attending seminars," chief executive Francis Kwok said.

Mr Kwok believes that recruiting employees from diverse education and work experience backgrounds brings new insights and problem-solving skills to the firm.

"It is no longer a cliché to say that our employees are our biggest asset, and we realise that they always have options. We want our people to stay and we want them to grow. What this does for morale and productivity is incredible. Supporting continuous education programmes also helps us maintain a very strong retention rate," Mr Kwok said.

CLP Power also recognises the value of providing financial support for further education programmes.
Employees can apply for up to 50 per cent of programme costs through its Company Support Education (CSE) scheme providing it is relevant to their present or future job position.

If the programme is an education course initiated by an individual, financial support can still be applied for through the CSE scheme. The company pays the full cost of any work-related programme it asks employees to attend.

Ngan Kok-leong, CLP Power environmental manager, said environmental engineers who wanted to further improve their environmental knowledge were encouraged and supported by the company to enrol in relevant programmes.

Suitable programmes include environmental science and master's programmes that include an environmental focus.

"We also try to arrange work schedules that maximise available time for study and sitting examinations," Mr Ngan said.

Paul Slezak, director of Hong Kong Aquent, a staffing company specialising in marketing, communications and PR, said company sponsored education and training programmes aimed at professional and management level staff had become commonplace.

"Aware that employees with advanced education can offer more training, ideas and skills, companies see the direct benefit of strengthening their departments through education and training programmes," Mr Slezak said. Employers also recognise that employees who are supported and able to reach their personal career and education goals while working with a sense of job security are happy, which improves morale, resulting in better work performance.

However, many small-business owners say they can only realistically consider paying for an employee to study for an MBA degree if that person is highly valuable and willing to make a long-term commitment to the company.

The owner of a company that specialises in the design and manufacture of high-end premium products, said: "It is really a struggle for small businesses especially with regard to cash flow. While the MBA knowledge could be helpful to the business, with only 25 full-time employees, making a major investment in a Master's in Business Administration programme for one person would require a guaranteed return on the investment," he said.

Florence Ng, Philips Electronics Hong Kong senior director, human resources, said Philips believed in investing in continuous development of its managers and good performers. Participation in external business school programmes is strongly encouraged and sponsored.

"The participation by employees in high-quality external programmes supports continuous career development of the individual and provides him or her with input from thought leaders and valuable exposure to professionals from other organisations," Ms Ng said.

Employees can apply to join programmes or be recommended by their supervisors. In special cases where employees show exceptional ability they receive fast track promotion by taking part in external and internal programmes.

Ms Ng said Philips assisted employees with making an informed choice by selecting programmes offered by highly reputable institutes renowned for their quality education and business programmes.

Programmes are chosen to suit individual development needs for current and future roles in the company and for individual development.

Employees considering further education programmes can seek advice from the regional learning services team. The employee - on company approval and signing of the financial sponsorship agreement for external programmes - has to agree to a commitment of 12 to 24 months post-training service or a pro-rated refund must be made.