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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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Paul Thompson
Phone: 1 44 01614322584
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WORKSPAN
AT YOUR SERVICE |

A Fruitful Journey to GRP Designation

“At Your Service” is a column dedicated to answering questions, resolving issues and providing insight to the benefits of WorldatWork membership through the daily interactions of our WorldatWork Customer Experience Team (CET) advisers and our members. For more information, please contact CET at CustomerExperience@worldatwork.org.

A rewards manager for a food production company in South Africa has been communicating with CET throughout her GRP journey. As a member of the South African Reward Association (SARA), she has completed her courses and exams in Johannesburg. As of press time, she was waiting to receive her 10th and last exam score to earn her GRP.

“I have really enjoyed all the GRP modules,” she emailed. “They are so informative, and I’ve been able to implement so much of what I’ve learned back in the workplace. It’s just been fantastic!”

Crowdsourced Feedback in Our Online Community
An HR director of a real estate management group reached out for resources on employer leave policies and practices.

“I am looking for any resources that discuss the practice of requiring doctors’ notes when employees have absences of two days or more (or any length of time),” she wrote. “I certainly understand our practice of requiring a doctor’s note upon returning from work from a leave of absence. We want to know whether and what restrictions the returning employee might have and ensure that the employee is able and available for work. But this practice of requiring a doctor’s note to justify a two- or three-day absence seems to fly in the face of the Americans with Disabilities Act (ADA), the Family and Medical Leave Act (FMLA) and state sick leave laws.”

CET directed the certified compensation professional to the WorldatWork Online Community, where she found a discussion on attendance control in the new era of ADA and FMLA. It was an archived post and yet still relevant to these times.

CET also encouraged the member to post a new question on the topic for current crowdsourced feedback. If someone responds to the post, the person who asked the question will receive an email to notify them.

Striking It Rich with Market Pricing
A senior vice president of HR with a sporting goods superstore chain sought assistance from CET in accessing Salary.com to price jobs. This WorldatWork member-only benefit is available through the online Member Portal page. The eight-year association member expressed gratitude for the service and said he felt that the market pricing data access alone was worth the price of WorldatWork membership.

Commission Plans ‘R Us
A senior HR manager with a large food and support services company thanked CET for guiding her to information on commission plans through the search function on the WorldatWork website. The CCP and global remuneration professional (GRP) said she found plenty of relevant articles on this topic.

Getting Up to Speed Quickly and Cost-Effectively
A corporate HR and compensation manager with a giant food chain contacted CET with a challenge: She had a new comp analyst starting and wanted to get him exposed to compensation. She looked on the website and noticed “Quick Start: Essentials of Compensation and Base Pay,” a crash course for those new to the compensation function. The cost: $525. Money well spent.

Research & Surveys to the Rescue
A comp and HR consultant sought data about market trends or actual pay mix for director-level and above. Specifically, she wanted to know the percentages companies are paying for base salary vs. incentives (short- and long-term) at both publicly traded and privately held companies. CET directed her to the WorldatWork “Incentive Pay Practices” Survey reports, published in May and October 2018, respectively.