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Learning Methods
Classroom
A traditional classroom couples on-site learning with the added value of face-to-face interaction with instructors and peers. With courses and exams scheduled worldwide, you will be sure to find a class near you.
Interaction
Highly Interactive
On-going interaction with instructor throughout the entire classroom event
Interaction with peers/professionals via face-to-face
Components (May Include)
Onsite
On-site instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available two weeks prior to the course start date; printed course materials ship directly to the event location
Duration
One + Days
Varies by course ranging from one to multiple days
Technical Needs
Specific requirements are clearly noted on the course page
Virtual Classroom
Ideal for those who appreciate live education instruction, but looking to save on travel. A virtual classroom affords you many of the same learning benefits as traditional–all from the convenience of your office.
Interaction
Highly Interactive
On-going interaction with instructor throughout the entire virtual classroom event
Interaction with peers/professionals via online environment
Components (May Include)
Live online instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available up to one week prior to the course start date. Recorded playback and supplemental materials available up to seven days after the live event.
Duration
Varies by course ranging from one to multiple sessions
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Phone line access
E-Learning
A self-paced, online learning experience that allows you to study any time of day. Course material is pre-recorded by an instructor and you have the flexibility to view content modules as desired.
Interaction
Independent Learning
Components (May Include)
Pre-Recorded
Pre-recorded course modules
Supplemental learning elements such as: audio/video files, online quizzes
E-course materials are available online within one business day of purchase
Optional purchased print material ships within 7 business days
Duration
120 Days - Anytime
120-day access to e-course materials available online within one business day from the date of purchase
Direct access to all components
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
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Contact Sponsor
E-Reward
Online
Paul Thompson
Phone: 1 44 01614322584
Contact by Email | Website
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WorldatWork | The Total Rewards Association
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Rewards Communication and Pay Secrecy

A Survey of Policies, Practices and Effectiveness


Numerous presentations at WorldatWork annual conferences and articles published in WorldatWork Journal and workspan offer compelling support that communication helps improve the effectiveness of reward programs. These presentations and articles also point out that line managers and compensation professionals fall short in their attempt to communicate pay strategies and practices. The 2008 survey of WorldatWork members found that pay communication was both the greatest strength and greatest weakness of reward programs.

Survey Results

Introduction

Research for this report was conducted by WorldatWork and Dow Scott, Ph.D. (Loyola University Chicago), and Bill Bowbin, CCP, Richard Sperling, CCP, and Tom McMullen, Hay Group. Dennis Morajda, Performance Development International, Inc. is acknowledged for his contribution to the data analysis and interpretation of results. Numerous presentations at WorldatWork annual conferences and articles published in WorldatWork Journal and Workspan offer compelling support that communication helps improve the effectiveness of reward programs. These presentations and articles also point out that line managers and compensation professionals fall short in their attempt to communicate pay strategies and practices. Our 2007 survey of WorldatWork members found that pay communication was both the greatest strength and greatest weakness of reward programs. In that survey, 15 percent of respondents reported communications as the most positive attribute of their organization’s rewards programs, but in almost twice as many cases (29 percent), it was viewed as the element of their pay program that most needed to be improved (Scott, McMullen, Sperling, and Bowbin, 2007).

Available Reports