Employers

All students must be sponsored by their organisations in terms of time and most are also financially sponsored.  For the organisation, sponsoring an employee on the EMBA-Global programme is a big investment and has considerable advantages.

• What are the benefits?
• How do organisations manage the process?
• A selection of sponsoring organisations who have supported EMBA-Global students 

The benefits for sponsor organisations

Sponsorship of a staff member on EMBA-Global is a major investment.  Those selected for sponsorship are high-calibre individuals identified as having strong leadership skills or potential.  They will also be working within an international context for their organisations.  EMBA-Global develops and accelerates potential bringing immediate mutual value to both the organisation and to the individual:

• participants are highly motivated and develop rapidly while undertaking the programme, filtering the latest management thinking back to their organisation and peers. 
  
  
• the second year company project is a tangible and relevant contribution to the student's sponsor organisation.  It is designed to allow students to make an intensive, relevant and heightened contribution to the business.
  
  
• sponsor organisations become affiliated to the networks and communities of both Schools.  Indeed some organisations choose to become corporate partners to one or other of the business schools.  That brings additional privileges such as access to the prestigious lecture series', corporate events, the Global Summit and presence through sponsorship at many School events.
  
  

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How do organisations manage the sponsorship process?

Your company may not yet have a policy in place for managing sponsorship, or you may be interested to know how other companies manage this process.
Typically, larger companies with established sponsorship programmes operate as follows:

• supervisors identify candidates.  If a company has several or many divisions, each division is allotted a certain number of nominees.  Standards for candidacy are then set (i.e., GMAT scores, outstanding performance evaluations, recommendations from upper-level managers, etc.)
  
  
• the Human Resources Office manages the nominating process.  Companies require candidates to supply GMAT scores and essays and occasionally conduct an interview as part of an internal nominating process.
  
  

All internal 'applications' may then be presented to an internal review committee composed of several senior-level executives.  A company might then select a percentage of the candidates for sponsorship (reinforcing the 'honour' of the selections).

Smaller companies or those without a set policy in place may require employees to submit a business case of why they wish to do the programme and how the company will benefit.  It is then up to the company and the employee to negotiate individual terms and conditions of the sponsorship agreement.

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Recent sponsoring employers

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