Employer-assisted continuing education programs can have a significant impact on a company’s workforce and an employee’s ability to elevate his or her career. Higher learning institutions have tailored programs to assist employers and employees with professional development goals. But the real question is: Are employers and employees taking advantage of the opportunities?
We asked experts from colleges and universities from around the state to share insights about the recent trends in employer-assisted continuing education offerings and to discuss the advantages of continuing education for both the employer and the employee.
Here are their answers:
Molly Dodge, Senior Vice President for Workforce and Careers
In a historically tight labor market, more employers are providing education benefits as a way to attract and retain talent, but many are based on a reimbursement model – meaning that employees must pay for their education and training out of their pocket and wait for their employer to pay them back. We know that many working adults don’t have the financial means to pay upfront, so they don’t take advantage of this benefit. Ivy Tech aims to remove this barrier through Achieve Your Degree, our partnership with more than 340 employers designed to help workers earn an associate degree or certificate from Ivy Tech in an employer-approved field of study with minimal or zero upfront costs.
We’re also seeing that employers are moving toward funding short-term, targeted and skill-based certifications instead of traditional degree programs. These certifications align more closely with industry-specific needs and tend to have faster ROI for both employers and workers. In the 2023-2024 academic year, enrollment in Ivy Tech’s workforce and skills training offerings increased by 69 percent – making it the fastest-growing area of the college. We expect this trend to continue as technologies such as artificial intelligence and automation continue to transform Indiana’s workforce and economy. Our goal is for employers to view Ivy Tech as the destination for all of their upskilling and reskilling needs.
Continuing education benefits help employers maintain a competitive edge in talent recruitment. Once hired, workers are more likely to stay with an organization and report higher levels of job satisfaction when they feel their organization has invested in their growth and skills, further strengthening the company’s reputation as an employer of choice.
Beyond talent attraction and retention, continuing education helps companies cultivate technical and leadership skills within their existing workforce, rather than recruit new workers or outsource their needs to a third-party vendor or consultancy.
Cindy Felts, Senior Director, Center for Advancement of Learning,
Over the last 5-10 years, we have seen a significant increase in the number of employers offering employee assistance to those wanting to pursue professional development opportunities. There has been a shift towards greater interest in online learning opportunities and shorter-term certificates and micro-credentials that offer targeted skill development.
Employers who invest in continuing education for their employees experience numerous benefits. This can include increased employee retention, enhanced productivity, and a better competitive advantage by having highly skilled employees who are able to stay ahead of industry changes. Also, companies that support education are viewed more favorably by prospective employees.
Proactive employers see short-term benefits like improved employee engagement and morale, the immediate application of new skills to improve performance and productivity, and cost savings from lower turnover and onboarding expenses. In the long term, being proactive will build a more skilled and adaptable workforce that is better able to handle future challenges while creating opportunities to develop future leaders within the organization. To stay competitive, companies need to create a culture of continuous learning that keeps up with technological advancements and evolving market demands.
Dr. Craig Downing, Associate Dean of Lifelong Learning and Department Head/Professor of Engineering Management
Rose-Hulman Institute of Technology
Over the last few years, employer-assisted continuing education offerings have become more bespoke. For us (Rose-Hulman), we have worked with employers to offer tailored programming to address organization-specific learning needs in conjunction with our standard professional development offerings in engineering and leadership. This approach has yielded a strong return on investment for employers and employees, as indicated by assessment results.
In general (public offerings), the enrollment trajectory in continuing education is best characterized as level to slightly increasing. While employer assistance is a significant enabler, coordinating offerings and participation is sometimes a complex logistics equation with no optimal solution. We have tried to deploy electronically mediated instruction for some aspects of continuing education, but most participants we experience reap greater value from hands-on, in-person instruction. The peer-to-peer social dimension of in-person continuing education helps to facilitate a dynamic instructional boost that participants cannot experience any other way. As such, the enrollment numbers are increasing but at a more conservative pace.
Employers gain two primary advantages when supporting their employees' continuing education. The first is a more educated workforce with enhanced knowledge and skills to efficiently execute or advance targeted organizational initiatives. This is especially true in the STEM disciplines, where technology changes so rapidly. We see employees seeking continuing education in various forms to match the organizational needs. Enrollment in short courses (seminars and micro-credentials) and graduate degree programs have benefited from employer assistance programs.
Additionally, organizational support strengthens the professional relationship between employer and employee. Facilitating employee participation in continuing education indicates that employers want to see their employees succeed and are willing to extend the resources (time, money, and flexibility) necessary to do so. This facilitation of professional growth illuminates an organization's belief that its employees are its greatest assets.
Dr. Jana Szostek, Director, Business Academy, Center for Professional Development, Assessment
Unfortunately, I see a trend away from employer-assisted continuing education offerings. When finances become tight for businesses, employee education is one of the first benefits on the chopping block. Business leaders will be quick to tout the benefits of continuing education, but it can, admittedly, be expensive. It’s important for businesses to analyze the benefits and cost savings before being quick to cut the program. Educational opportunities provide for an exceptional workforce, can be used to attract top talent, and help ensure high-quality customer service and business operations. Investing in your workforce can lead to higher employee satisfaction and retention. The cost of losing employees and customers should be factored into the analysis. Most commonly of late, the businesses I see investing in training are doing so through some sort of training assistance program like WorkOne or a grant.
The work world has changed. Commitment to an employer is very rare today. It is not uncommon for employees to change employers multiple times per year. One could argue many reasons for this, but the outcome is the same – high turnover is very costly for a business. One of the common attitudes I see towards training is employers not wanting to ‘invest’ in employees who just leave anyway. In other words, companies don’t want to train workers for another company. While that is certainly reasonable, it does not fix the problem. Companies need to look at ways to retain their top talent and avoid hiring subpar talent. One way to retain top talent is to invest in those employees and an important part of that is continuing education.
Employers who invest in their people should see higher employee satisfaction, lower turnover, improved organizational effectiveness, and improved commitment to the company.
Jacob Moss, Director of the Office of Continuing and Professional Education
In recent years, employer-assisted continuing education offerings have undergone significant transformation. Employers increasingly recognize the value of providing, developing, and/or sponsoring targeted training programs that not only enhance individual employee performance but also drive organizational success. At Butler University, we see a growing demand for certificate and credential programs designed to deliver immediate, job-relevant skills that align with business needs.
These shorter, focused learning opportunities appeal to both employers and employees by offering practical, actionable outcomes. For employees, these programs provide tools to excel in their current roles while remaining adaptable to future challenges. For employers, investing in continuing education enhances workforce competencies and prepares teams to meet evolving business goals.
To address these needs, Butler’s Office of Continuing and Professional Education specializes in creating custom training solutions co-designed with organizations. These programs deliver measurable results by aligning learning outcomes with specific business objectives. Additionally, the shareable, meaningful credentials earned through these programs can stand alone or act as a foundation for further academic pursuits, if desired.
Employers who support employees in their continuing education unlock significant advantages. By investing in workforce development, companies cultivate a team that is more skilled, innovative, and adaptable to changing business landscapes. Research indicates that employees are far more likely to stay with a company that is investing in their career development. The retention and upskilling opportunities for employers are significant. Programs that integrate employer training with credit-bearing options allow employees to gain valuable credentials that directly address organizational goals.
This not only fills critical skills gaps but also fosters loyalty and engagement among employees. Workers are more likely to remain with companies that demonstrate a commitment to their growth, reducing turnover and strengthening organizational culture. Butler’s custom training and credential programs enable employers to address specific business challenges while ensuring employees achieve tangible outcomes, such as stackable certificates or future degree pathways.
Dr. Jason Hardgrave, Interim Assistant Provost for Academic Affairs and Associate Professor of History
University of Southern Indiana
USI has seen an increase in offerings for short-term credentials, such as certificates focused on specific skills. Examples include certificates in Financial Institutions, Leadership, Fundraising, and Public and Non-Profit Leadership. At its last Board of Trustees meeting, nine such credentials were approved to be moved forward for approval by the Indiana Commission for Higher Education. Enrollment has also increased for adult learners and non-degree-seeking students. Previous successful partnerships have led to long-term reciprocal relationships.
Employers benefit from continuing education in the following ways: talent preservation, cost savings, job satisfaction, impact on organizational culture, career advancement, continued improvement and adaptation to changing needs. We live in an age of rapidly advancing technologies and processes. By supporting employees in their pursuit of ongoing education, employers can retain good talent by helping them add to their skill sets, rather than having to hire new employees with those capabilities.
Employers recognize that need and value and approach USI to develop specific programs and credentials. USI also creates many of these offerings in a flexible format that allows employees to pursue credentials that can be balanced with family and work commitments. USI’s diverse talent pool allows us to help employers develop a strategy to meet current and emerging workforce skill-gap needs with flexible timing and delivery methods such as accelerated, online, and on-site programs. Employers can allow their employees to gain these new skill sets without sacrificing productivity or hiring additional headcount. Long-term gains for employers include employee retention, employee adaptability to new roles, career advancement, increased productivity, efficiency, and improved satisfaction for employees and customers. The relationships built between employers and the University also open doors for future collaboration, talent acquisition and meeting ongoing training and educational needs.
Lindsay Roberts, Assistant Vice President of Online Programs
In the past 5 to 10 years, we’ve seen a shift in how employers allocate funding for degree programs and continuing education. A decade or more ago, larger companies consistently contributed to employee education. However, as educational opportunities have become more flexible, so too has employer support. The focus has shifted toward upskilling to address specific role-related needs, driving demand for a broader range of educational offerings, from industry-specific certificates to full master’s degree programs.
Recently, particularly during the 2023-24 calendar years, there has been a noticeable resurgence in continuing education benefits being offered by employers. This reflects an understanding that employees at all levels of an organization benefit from tailored opportunities for growth. At Marian University, we’ve seen increased enrollment in our online programs as employers prioritize partnerships to meet these diverse needs. By offering flexible options such as certificates, micro-credentials, and advanced degrees, we’re helping organizations equip their teams with the skills they need to thrive in today’s dynamic workforce.
Employers who invest in continuing education for their teams gain a competitive edge in multiple ways. Partnering with higher education entities, like Marian University, allows organizations to customize programs that address their specific needs, creating a more skilled and adaptable workforce. By supporting education, companies also enhance employee loyalty, engagement, and productivity. Employees who feel their development is valued are more likely to stay with their employer, reducing turnover costs and maintaining institutional knowledge. Additionally, the availability of flexible options—like stackable certificates that lead to degrees—means employers can see incremental skill gains while offering employees long-term pathways for advancement. This approach ensures immediate returns while building for the future.
In the short term, proactive education support results in immediate skill acquisition. Long-term, these investments create a culture of continuous learning, fostering innovation and resilience within the organization.
