An EMBA, is it necessary? What does it bring you and your organization?

Choosing to pursue an EMBA education is a major decision requiring both personal commitment and corporate investment. After five years in China, we are finding that candidates for our program are becoming increasingly sophisticated in making their decision. We are not a program for everyone.  But, the Washington University – Fudan University EMBA Program is the program in China for people who are serious about learning, understand the importance of growing as leaders, and want to build the relationships that they need to get things done in China.

Through our team-based approach and emphasis on Strategy, Leadership and Effective Organization, we are able to teach more than just theories and principles or off-the-shelf solutions.  We also help students grow as leaders and team players so they can apply these tools creatively to the challenges they face.  We think of ourselves as talent developers, not simply instructors.  We seek to help people transform the way they think about business and the way they get things done.

We are innovators in our approach to executive education because we offer an experience, not just a series of classes.  Our emphasis on pre-class work ensures that students arrive for a class primed to learn and looking for solutions to their problems.  The monthly 4-day class weekends are carefully designed experiences, with lectures, cases, role-plays, presentations and group events designed to get the students using the material and working as leaders in the class.  Integration of the material across classes ensures that key concepts are revisited regularly and absorbed deeply.  Through a mix of within-program and across-program activities with Fudan’s other MBA and EMBA programs, we help our students acquire the soft-skills and networks they need to get things done in China.

As the Managing Director of the Washington University – Fudan University EMBA Program, I am happy to see that our joint venture is frequently cited as a model of success.  We all know that joint ventures are hard work to manage, but when they work like ours does, they can produce powerfully unique results.  In our five years in China, we have developed an organization that makes the most of Washington University’s world-class faculty, Fudan University’s excellent and dynamic Faculty and administration, and the expertise and experience of our diverse students and alumni.

To learn more about our program or other Fudan School of Management programs, you are welcome to join the events listed in the attached event calendar. We are more than happy to help you find the right EMBA program for you.  Call us at 21 5566 4788, and let our professional staff serve you.

Wishing you all the best in your life and career,

 

Prof. Patrick S. Moreton, MBA Ph.D

Assistant Dean and Managing Director

Staff training & retention

 

 

Patrick Moreton, Ph.D.

Managing Director

The Washington University-Fudan University Executive MBA Program

 

 

The most critical advice I give employers considering sponsoring employees in an EMBA program is:

 

Encourage and support your sponsored employee’s efforts to change roles, not employers – or risk losing your entire investment in that employee’s development and knowledge of your business. 

 

Recognize that the color of your money is the same as any other employer’s, whereas opportunities and challenges vary. Ensure that an employee’s salary rises because their responsibilities have expanded, not because they have found a higher-paying alternative elsewhere.

 

The minute you mention EMBA sponsorship, start looking for your sponsored employee’s next role in your organization. Your chances of retention will rise commensurately.

 

EMBA sponsorship may give you 18-20 months of additional work by a talented employee you know to be at risk of leaving.  It is important to recognize however that your real bargaining position vis-à-vis that employee partly reflects your strategic investment, or perhaps more accurately, your lack of past investment. 

 

Ways to lock in your investment:

 

Spend time and resources helping your employee build up their internal networks – team assignments, in-house training, trips to meet peers in other offices.  They will be harder pressed to write off that human capital by jumping ship. 

 

The best Executive MBA programs encourage and substantially increase employee advancement, often from the viewpoint of a general manager.  EMBA participants acquire new skills, make new contacts (and learn how much others get paid), engage in problem solving outside their usual expertise – all of which leads them to look for new challenges and better pay. 

 

If you cannot provide such challenges, they will find someone who can.

 

What can your organization do to ensure that it benefits, rather than suffers, from the changes wrought by an employee’s EMBA experience? 

 

Start with Human Resource Planning. 

 

If the first time you think about sponsoring a specific employee for an EMBA degree is when that employee approaches you for support, then you probably need to think more systematically about the role training is playing in your HR strategy.

 

A good HR plan needs to remove bottlenecks in the promotions tournament, to ensure no glass ceilings exist, and to make strong, albeit often implicit, guarantees that the organization will reward an employee in the future for investments made in firm-specific skills today. 

 

Even if you have not systematically planned and managed your human capital, sponsoring an employee’s EMBA degree can still be a worthwhile investment. 

 

You can easily protect any tuition paid, by allowing the employee to participate in a loan program that forgives all or part of the fees over certain milestones subsequent to graduation. 

 

In truth, these arrangements provide only marginal retention benefits, since a talented manager will have no shortage of companies willing to pay the ransom necessary to liberate them from the captivity of their loan.

 

One effective retention strategy is to challenge your EMBA employee to use their training in your organization as they learn.  Investigate the program’s curriculum and consider how each subject may enhance the employee’s work situation and goals. 

 

This strategy has three benefits.  Firstly, it may produce results that help defray the cost of their education. 

 

Secondly, it ensures that the sponsoring manager updates their understanding of the employee’s capabilities as they change and grow. 

 

Finally, both the employee and the sponsoring manager become committed to planning for the future, identifying real opportunities to accelerate their career within your organization. 

 

Losing staff is obviously far more costly than simply paying out-of-pocket fees for external training.

 

The real cost is the loss of knowledge capital that the employee holds, which makes them more productive than their replacement will be for a considerable time to come.

申請人必須具有大學本科以上學歷或學位，具有10年以上工作經驗，5年以上管理經驗，並具備良好的英語水準。

復旦大學－華盛頓大學EMBA項目得到了中國教育部和國務院學位辦公室的批准，於2002年開辦，採用全英文授課，學生畢業後由華盛頓大學授予MBA學位，並由復旦大學頒發學習證書。復旦大學EMBA專案是國家教育部正式批准的首批EMBA專案之一，採用全中文教學，學員畢業後將被授予復旦大學的MBA學位。

本項目2008年學費為美元$58，000，或人民幣435，000元。

 

Installment	Amount	Billed Date	Payment Due Date
Deposit	$3,000 USD or RMB 25,000	Upon admission	2 weeks upon admission
Spring	$26,000 USD or  RMB 192,500	March 17th 2008	April 15th 2008
Fall	$14,500 USD or RMB 108,750	August 15th 2008	September 30th 2008
Winter	$14,500 USD or RMB 108,750	February 15th 2009	March 15th 2009

是的，即使公司在經濟上沒有任何資助，公司也必須出具資助信，表示對申請人申請本EMBA專案的認可，並同意申請人日後因為學習而需佔用工作時間。