[The Learning Account] puts the right balance of motivation into the system. Everyone has some skin in the game.”
Samuel J. Palmisano, CEO, IBM (As quoted in New York Times, July 25, 2007)
Start a LiLA Program
You don’t have to wait until LiLA legislation is passed or until we launch a pilot program in your area. You can start a LiLA program at your company right away.
How do Learning Accounts benefit your company?
Increase Productivity. A better-educated employee has more skills and often takes on new job responsibilities. The vast majority of LiLA employers from the multi-site demonstration believe that employee education and training is important to productivity. Learning Accounts are cost-effective and offer a return on investment that far outweighs other employee benefits.
Improve Employee Skills. Entry-level employees, in particular, often need classes that are not covered in the company’s tuition program, such as literacy, English as a Second Language, and computer skills. Even mid-level and high-potential employees may be limited by fees, books and other costs not covered in their tuition assistance program. Employees at all levels need lifelong learning.
Self-Directed Learning Pays Off. Adult learners prefer to be self-directed. Learning Accounts give your employees more responsibility for their own learning. This improves morale and allows people to explore learning that could be extremely valuable to the company in the future. Self-directed learners are also more motivated and Learning Accounts help ensure that they are personally invested in their own development.
Boost Retention and Recruitment. Companies pay a high price for turnover. And younger workers are expected to change jobs 12 to 15 times during their careers and even change careers several times. Increasing training benefits is an important retention strategy.
Contact Amy Sherman at asherman@cael.org for more information.
CAEL Clients have said:
“When CAEL first explained the Learning Account concept to me, I thought it was a wildly fantastic idea. BJC Healthcare is committed to learning and invests heavily in training and tuition assistance, but I knew that many of our entry-level incumbent employees could benefit by having access to education not covered by these programs. CAEL was very helpful and took us through all the steps, and it didn’t take long before BJC added it as an employee benefit. Since its launch in 2005, word has spread among employees about the value of the benefit. Participation has gone up 8-fold in 3 years.”
JoAnn Shaw, BJC Healthcare