fbpx

Employers

University – Enterprize Collaborations

Industry Experts on the value of
Industry Applied Learning

The Power of Collaboration.
Student Case Study

The rate of change in industry means employer needs are constantly evolving. Yet the model of higher education has remained largely unchanged for centuries. Ducere Global Business School is the market leader in applied, customized, flexible and affordable degrees for industry. Join the dozens of firms already partnering with Ducere including:

For Enterprise Partnership inquiries, please contact Dan Krolczyk, VP Enterprize Partnerships: dk@ducere.education

Attracting and Retaining Key Talent

Turnover is expensive – on average, losing an entry-level employee costs employers 50% of that person’s annual salary, and losing a technical or senior-level employee costs employers 125 percent of their annual salary. Why do people leave their jobs? According to a survey of 10,000 recent job switchers, the biggest reason people quit their job was from a lack of career opportunity. – Linkedin Learning

Real cost of employee turnover is at least tens of thousands of dollars.
Estimated average time to refill a role is 68 days at a cost upwards of $500 a day per in lost productivity.
Today the national average tenure in a job is just 3.3 years.
46% of employees cite limited opportunities to learn new skills as the top reason to leave.

Soaring College Costs

While more than 60% of US companies offer financial assistance, few use it because it’s considered merely a ‘discount or coupon’ when facing an average tuition invoice of $23k per year. The employee can't keep up and companies can't contribute full degrees to make a difference.

Changing the Face of Employee Education


“A world class online experience… have definitely delivered.”

BENJAMIN KILPATRICK
Manager, KPMG, MBA Candidate to Alumni


“The Global Faculty is enormously valuable… it delivers learning outcomes the textbook can’t.”

BEN SMALL
Marine Operations Manager, Woodside Energy, MBA Alumni

Applied

Employees are not taking generic exams and writing academic essays. Instead students work on applied, strategic projects of their employer, helping their organizations remain competitive and grow, through research, analysis and application of worlds best practice.

Affordable

Tuition can typically be delivered under existing annual employee tuition plans. Therefore there is no additional cost to employers or employees to obtain a university qualification. And, employers are entitled to a 100% tuition tax credit from the federal government.

Flexible

All degrees are on-line, and students can structure their access to fit around work priorities. Because Ducere operates in 4 continents, academic and student support are available around the clock. So staff work where and when it suits them.

Specialized

As the degrees are accredited by British Public Universities, all courses are on the specialized area of study. There are no General Education courses. Staff are only studying areas relevant to their employment, save 2 years in General Education time, and are motivated by only learning areas of need.

ROI

The return on investment for typical tuition reimbursement is 240% (LinkedIn Learning). However the overall cost of Ducere is a fraction of traditional US colleges, and takes less time to complete. The ROI is significant by:

  • Attracting the best talent
  • Retaining the best talent longer
  • Reducing turnover costs
  • Reducing downtime through turnover
  • Reducing training costs of new hires

Example Ducere Student MBA Industry Projects

Determine how a leading professional services firm should engage with start-ups and the start-up sector in general. Scope and consider structured approaches based on survey data, current trends and industry benchmarks.

Investigate tangible opportunities for Artificial Intelligence (AI) in the professional services sector and make recommendations on how professional services firms could capitalise on this emerging technology.

The project team was tasked to create an early stage feasibility study surrounding what types of disabilities are the greatest challenges, what is the competitive landscape of accessibility tools within Egypt and internationally.

With the acquisition of 20th Century Studios, the MBA team prepared recommendations for best practice to manage uncertainty, maintain staff motivation and productivity and devise change strategies to ensure a strong position for the takeover.

Identify and review key organisational communication assets in order to recommend key value propositions for strategic stakeholders, both Philanthropic and Corporate. Consider further the most effective methods of stakeholder engagement.

An MBA team with Ceridian, a publicly listed US software firm, reviewed the regulatory framework for Digital Training in Africa considering the existing infrastructure, and resources available to Ceridian to ensure a successful implementation.

Best Practice Guide to Tuition Benefits Program

Most tuition reimbursement plans, are merely a perk to employees. They are typically not designed to meet corporate objectives, in fact many courses undertaken are not even relevant to an employees job. Therefore the ROI of a tuition plan is usually not achieving significant impact. Designing a Tuition plan that supports staff development, while meeting organizational objectives, is a best practice model.

  1. Organizational Outcomes – Guidelines for Linking Tuition Support to Corporate Goals
    Consider the strategic objectives of the business and how tuition support can help staff achieve corporate goals. Identify a matrix for any tuition support to correlate the program of study, and the company objectives the education will help to achieve.
  2. Reimbursement Policy
    Link tuition support to a minimum retention that staff must commit too. A successful tuition plan should be a win for both the employee and the employer. Staff have access to world class, university qualifications that will benefit their future careers and earning potential. Employers retain quality employees longer, and work together to solve strategic organizational goals.
  3. Articulate reimbursement amounts and timing
    The structure of any tuition program should clearly stipulate the amount per annum the employee is entitled to spend, as well as the minimum period the staff member needs to have been with the company. This may vary between entry level positions and managerial positions.
  4. Develop an Education Plan with each Employee
    The education plan should stipulate the program of study, the skills the program will develop, and the objectives intended to meet for the organization. The responsibility for the development of such a plan should rest with the employee, seeking to gain the support of the organization to cover the costs of education. Performance measures should be put in place, to ensure that the employer is getting value for money.
  5. Education Performance Review
    Annually review the education plan against achieved results. Has the employee obtained the desired skills and knowledge. Has the employee achieved satisfactory results in their education. Has the program delivered tangible outcomes in achieving organizational outcomes.

Ducere can assist your organization in designing and implement policies, guidelines, templates and measurement tools to ensure tuition plans achieve the maximum Return On Investment.

Connecting Students and Real Industry Projects

Project Video: Creating Innovation Ecosystems with PwC
Project Video: Improving HR Strategies with Save the Children

OUR UNIVERSITY PARTNERS