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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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WorldatWork | The Total Rewards Association
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U.S. Strategic Rewards Report

Originally published by Watson Wyatt Worldwide

Survey

This report includes research findings from two surveys completed by Watson Wyatt before its merger with Towers Perrin. The 2009/2010 U.S. Strategic Rewards Survey, conducted by Watson Wyatt Worldwide and WorldatWork and representing 235 organizations, is the primary source for the employer data in this report. These organizations span all industries and have a minimum of 1,000 employees each. The survey was fielded in May 2009.Selected data featured in this report are drawn from the August issue of Watson Wyatt’s Effect of the Economic Crisis on HR Programs, our bimonthly survey series. The August survey included responses from 175 companies.

Survey Results

Executive Summary

The recession has had widespread and unprecedented impact on U.S. employers and their employees. While the worst might be over, companies need to be prepared for the effects to linger even after the economy recovers. The scope and number of actions employers have taken in response to the economic crisis could have a long-lasting and detrimental impact on productivity, quality and customer service. A critical first step for employers as conditions improve is to understand how their actions have affected their Employee Value Proposition (EVP), especially in terms of creating significant attrition risk among top-performing employees. As companies emerge from the recession, they need to ensure their EVP aligns with changes in the business environment and their own strategy and goals. Reviewing and rebuilding their EVP will enable these employers to engage and retain the current workforce and to provide a compelling employment deal to critical-skill and top-performing employees.

Available Reports