Close
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
Close
Contact Sponsor
E-Reward
Online
Paul Thompson
Phone: 1 44 01614322584
Contact by Email | Website
Close
Sorry, you can't add this item to the cart.
You have reached the maximum allowed quantity for purchase in your cart or the item isn't available anymore.
Product successfully added to your cart!
Price
View your cart
Continue shopping
WORKSPAN
WORKSPAN DAILY |

Benefits Creativity Could Win the Day for College Talent

While employers and employees alike have had to adjust and demonstrate resilience for most of 2020, college students have also had to change their habits amid a tumultuous year.

Image

 

A recent survey by AIG Retirement Services revealed that the pandemic has levied a tremendous amount of additional financial stress on current college students, which could influence what they desire from an employer when they enter the workforce.

The survey revealed that college students are developing strong financial habits amid the pandemic, as 75% said they stop spending when cash is running low, which is an increase from 64% in 2019. Additionally, 57% report always making more than the minimum payment on their credit card, which is up from 42% in 2019.

“Despite the toll the pandemic has taken on their well-being, college students have proven to be resilient in the face of hardship,” said Rob Scheinerman, CEO of AIG Retirement Services. “This generation is demonstrating positive personal finance behaviors that will make a real difference for their future. Our hope is they come out of this pandemic safely and in good health — prepared with the financial tools that can serve them well for years to come.”

The survey also found that 76% of college students plan to make their student loan payments on time and in full; representing an increase in the percentage of college students saying the same in 2019. Sometimes, however, carrying the burden of student loans and other debt prevents these new employees from saving for retirement, because of the need to reallocate their resources toward paying off debt.

This is where employers can step in and lend a hand, Scheinerman said.

“We see more graduates interested in assistance with their student loans. Providing that could be a competitive advantage for employers,” Scheinerman said.

“Young people have the advantage of time. While they want to pay off the student loans, it’s also important that new workers start saving for retirement. The benefit of starting young at age 22-24 can add up over time through the value of compound interest. If you lose those first five years, you don’t get that back. You can try to make it back up, but you lose that great advantage of having time on your side. So if employers can support both—student loan repayment and retirement savings—it’s really powerful.”

 Employers can accomplish this thanks to an IRS private letter ruling in 2018, which allows companies to provide employees with a typical 401(k) match while paying off their student loans. Abbott Laboratories championed this movement in 2018 with its “Freedom 2 Save Program,” which dictates that, if an Abbott employee puts at least 2% of pay toward student loans, the company will contribute 5% of their pay into a 401(k) account.  

Organizations can also find additional or alternative ways to ease student debt, such as providing assistance to emergency spending accounts. The more innovative an employer gets, the more they will likely benefit in acquiring motivated talent from the college ranks.

“If employers think creatively about how to steer benefit dollars to help pay down student debt, it will generate loyalty among their employee base,” Scheinerman said. “We know that student loans are a high cause of stress. Employer assistance can reduce that stress, increase productivity and will probably lead to longer retention. It’s mutually beneficial to employer and employee to have effective programs like these.”

About the Author

Brett Christie Bio Image

Brett Christie is the managing editor of Workspan Daily.


About WorldatWork

WorldatWork is a professional nonprofit association that sets the agenda and standard of excellence in the field of Total Rewards. Our membership, signature certifications, data, content, and conferences are designed to advance our members’ leadership, and to help them influence great outcomes for their own organizations.

About Membership

Membership provides access to practical resources, research, emerging trends, a professional network, and career-building education and certification. Learn more and join today.