Good to note that you have initiated employee welfare programmes. As a part of that, you have conducted employees' health check-up camp. Good to note that your management is supportive of your initiatives.
Now coming to your query on "Education Programmes". First please be clear whether you wanted to conduct employee training programmes or just education programmes. If former, then by organising those programmes, then the productivity of the employees must increase. Due to the increase in productivity, you should be able to measure tangible results.
However, education programmes or "seminars" that lasts for 1-2 hours are different. By organising these programmes, there is no direct benefit to the company. This is because, how much knowledge they capture and how much know that they will retain further cannot be assessed.
Against this backdrop, my recommendation is to start with the employee training. Let there be measurable change. Even employee training also improves behavioural, temperamental, emotional and mental attributes of their character.
As far as education is concerned, employees may enrol for some education course. However, the course should be relevant to their job. Before enrolment, the employee needs to take approval. On completion of the course, the employee needs to serve 'x' number of years and thereafter can claim the refund the fees that the employee had paid.
For example, Purchas Executive may enrol for "Diploma in Materials Management" and on completion of the course, he needs to serve for three years. Thereafter, he may claim the fees that he had paid to the institute or university.
Simultaneously you Can Do Effectively Create Work Workplace Conditions / Environment Where they Are Able to Evolve as Achievers, NothingLike That. Committment & Attention shall Flow once The Employees Are Able to Regulate their Emotions ( largely Negative) and your Exert their Will To Work, with Dignity, Honour and without Fear.
26 May 2019