Providing educational opportunities for employees is not only a way to do right by workers, they said, but it’s also good for a company’s bottom line.
“If you have well-educated and well-trained members, that equates to more engaged employment, which equates to greater levels of satisfaction, which equates to greater loyalty, which equates to greater growth of the business, which equates to greater profitability,” said Kimo Kippen, chief learning officer and global talent development leader and brand ambassador at Hilton Worldwide, a global hospitality company.
Speaking at an event titled, “Win/Win Making the Business Case for Employee Talent Investment,” Kippen called the decision to invest in employee education a “no-brainer argument.”
“At the same time, we need data to support that,” Kippen said.
That’s where a new study released Monday by the Lumina Foundation, an Indianapolis-based nonprofit that focuses on increasing postsecondary attainment, came in.
The report, “Talent Investments Pay Off,” examined the return on investments of an education reimbursement program (ERP) at Cigna, a health insurance company.
