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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 start on the day of purchase
Optional purchased print material ships within 7 business days
Duration
120 Days - Anytime
120-day access starts on the day 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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Total Rewards Implementation and Integration

A report by WorldatWork and Mercer

Survey

Total rewards is a term that has now been used by HR professionals for more than 20 years to describe the concept that several employment factors (such as compensation, benefits and worklife amenities) can be strategically applied, in unison, to deliver desired employee attraction, motivation and retention. Although the concept has been adopted in companies across a wide variety of industries and countries around the world, many organizations have chosen to define and implement it in their own way.

Survey Results

Executive Summary

The survey revealed some differences among organizations in terms of total rewards definitions between those who use the terminology: The vast majority (94%) include at least compensation (base salary, incentives and guaranteed payments) and benefits (retirement and medical) in their definition of total rewards. A subset (still a majority of 59%) include compensation, benefits and work-life programs (e.g. flexible working times, options to take extra vacation) in their definition of total rewards. In aggregate, the survey supports a strong showing for both the words and concept of total rewards. However, when respondents were asked to grade how well their holistic strategy is applied, only one-quarter said they could either “agree” or “strongly agree” that their organization has a truly integrated total rewards approach, despite the fact that the integrated nature of the model is one of its essential elements.

Available Reports

  • 2010