Education and skilling solutions sound a lot alike these days, but the impact they drive varies drastically. Learn how to translate vendor promises into what they can actually deliver.
The right employee education and skilling solution should:
Power your healthcare workforce and organizational goals.
Help you make the lives of your employees better.
… and provide the metrics to prove it.
As the leader in education benefits, we’ve put together this quick guide to help you cut through the buzzwords and protect your talent strategy. Scroll to read or download and share with your team.
Translation: "We put the burden on your employees to obtain a letter of credit, cover overages, and if they go into debt, they should have made better decisions."
Translation: "We're a discount aggregator that leaves employees confused and overwhelmed with thousands of unvetted choices."
Translation: "We provide one time, 1:1 coaching with outsourced and uncertified 'career coaches' that we repurposed from supporting high school students — not working adults."
Translation: "It's up to you to find out from employees how far they are in their programs, what skills they've learned, and what jobs they can move into."
Translation: "16 pathways just lead to 16 jobs, not the dozens of jobs where business teams need to hire people now."
Get our guide for the right questions to ask when evaluating your talent development program's impact.
Guild delivers the value we promise. No translation required.
We guide employees to the right jobs with proactive employee marketing and 1:1 benefit guidance.
We partner with innovative institutions to rapidly incubate and develop high-need allied health and nursing programs rather than offer closest-fit solutions.
We proactively connect skills back to your most in-demand jobs at your healthcare organization.
See the difference an active – vs. passive – partnership can have on employee experience, policy design, internal mobility and strategic objectives.
Check out the chart below.
On average, Guild learners are 2.6x more likely to change roles within their organizations compared to their colleagues who did not participate in the Guild benefit.1
Fully funded pre-licensure learners at one employer have 3.9x the Black and Hispanic representation compared to the employer's nursing population.2
The estimated average impact of offering the Guild benefit in Healthcare is a 3 percentage point reduction in annual turnover at the company level.3
Jacki Fugitt, VP Shared Services and Strategic Partnerships at OSF HealthCare, talks about how educational pathways specifically in Allied Health can create robust talent pipelines to support their mission to be an employer of choice.
All data points based on outcomes for one consumer products company 18-24 months after Guild launch.
Guild Learning Marketplace data as of 01/01/2024
Estimated from member vs. non-member annual separation rates as of 01/01/2024
