Learning To Invest In Employee Education (NAPSA)—Businesses across the U.S. have found that investing in employee education works. U.S. organizations now spend more than $109 billion on employee learning and development each year, according to American Society for Training & Development. On average, that works out to about $1,420 per employee. Learning and development programs, which rangein scope from one-on-one training sessions to group meetings and online seminars, can help develop specific employee skills and even boost morale. Experts say the result is a more efficient and content workforce, a higher-quality product and a better bottom line. The Role Of Technology Investments in new types of learning technologies have helped change the face of training and professional development. For instance, Oakwood Worldwide, a leading provider of temporary housing solutions, offers its employees enrollment at Oakwood University, a set of dynamic inperson and online classes. The University continually enhances its course catalog with new curricula that include both career-building skills specific to the company and a selection of traditional classes. The University, along with the company’s Action Learning Program—an on-boarding program for new hires—helped Oakwood earn a place on Training Magazine’s elite “Top 125”list. In previous years, the list has included such companies as Ritz-Carlton, PricewaterhouseCoopers, Verizon and General Mills, Inc. An employee university program has helped one company improve workforce satisfaction and earn national recognition. “This is a prestigious honor, and is a direct reflection of the importance of supporting the continued education and success of employees,” says Sr. Vice President of Human Resources John Jakubek about his company being named to the Top 125. “It just makes sense to be sure associates receive the vital skills they need to excel in their career. The investment in training and education helps our employees and results in better service for our customers.” Jakubek explains that the process to be considered in the Top 125 is an extensive one. It in- cludes a multitiered nomination process and application, as well as a detailed questionnaire. The editors of Training Magazine look at a variety of criteria, including number of employees, training budget, best practices, new training initiatives, talent management and more. From this research, the editors then create their list and rankings. For more information about Oakwood, visit www.oakwood.com.
