Tuition can be paid for by:
Employee;
Enterprise;
Part enterprise, part employee.
Each payment option has its own negative and positive aspects for the employer.
The employee studies and rcs database improves his/her qualifications at his/her own expense
If a person studies at his own expense, he makes every effort to master all the educational material and apply the acquired knowledge in practice. The student does not want the money paid for training to be spent ineffectively. However, this option for financing advanced training is quite rare.
Mostly, experienced specialists with incomes that allow them to do so pay for their own training. A novice master will not be able to collect a sum sufficient to pay for his training. An employee who invests in his professional development can change his place of work at any time, since he has no obligations to the employer to work off the amount paid for training.
The employee studies at the expense of the enterprise
If the employer pays for employee training, there is always a chance that the desired return on investment in personnel development will not be seen. Employees may not be sufficiently motivated to train, including because they do not bear any financial costs in this case. This applies not only to advanced training, but also to corporate culture training. However, in this case, the employee is bound by the obligation to work off the funds spent on his training or to return the entire amount to the employer.
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Shared payment for employee training, for example, on a 50/50 basis
This is the most interesting option for the employer, since part of the costs is borne by the specialist, thus reducing the costs of the enterprise. At the same time, he is motivated to learn and strives to master all the educational material.
If an enterprise finances activities to improve the qualifications of an employee, it concludes an apprenticeship agreement with him, according to which the employee must work at the enterprise for a certain period of time, which depends on the cost of training and the specialist's salary. The current Labor Code of the Russian Federation contains a definition of an apprenticeship agreement.
By concluding an apprenticeship contract with an employee, the company can expect that the specialist will not quit immediately after training, but will work for a period specified in the contract.
If an employee is hired on a probationary period and is fired for failing to pass it, then the funds spent on training cannot be returned.
Money paid for an employee’s training can be returned if the director (owner) of the enterprise, as an individual, lent it to another individual (employee), and the transfer of funds for training purposes is recorded in a receipt certified by a notary.
Company managers also use a scheme whereby the organization first pays for employee training activities, but then a certain amount is deducted from the employee's salary every month to compensate for the funds spent on his training. However, this approach cannot be considered legitimate.
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