| Summary: | 碩士 === 國立中山大學 === 管理學院國際經營管理碩士學程 === 107 === The following thesis elaborates on an Austrian company’s decision making process for supporting employees to further their education. Moreover, looking at the power, politics and influence that the different departments have in the decision making process to gain a better understanding of what influences this process.
This thesis is based on semi-structured qualitative interviews, which help to gain company insights from the Human Resource Department, and from the decision makers in the departments for supporting employees in further education and job development.
The results show that there is a different value for the organization between training and learning, which results in a different decision when granting it. Trainings are mandatory to get the minimum skills required for the job, whereas learning could go as far as going back to university. These different values for the company play a role when making the decision to sponsor it.
In times of economic struggle, the power and politics interplay plays an important role, not so when there is enough budget for education. The company values such as family-owned, top-class and innovation play a role which status the people in the company have and how the company is interested in the employee’s careers to have a mutual benefit.
The company would need better evaluation techniques in place to fully understand and examine what benefits further education has on the company and to help in the decision-making process. Further research is needed to examine to what extent this Phenomenon is similar in different companies and if there are any industry specific factors which lead to this behaviour.
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