Learning Methods
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.
Highly Interactive
On-going interaction with instructor throughout the entire classroom event
Interaction with peers/professionals via face-to-face
Components (May Include)
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
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.
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.
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
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.
Independent Learning
Components (May Include)
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
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
Contact Sponsor
Paul Thompson
Phone: 1 44 01614322584
Contact by Email | Website
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!
View your cart
Continue shopping
Please note our website will be down this Friday, November 5 from 9pm ET – 11pm ET for routine maintenance. We apologize for any inconvenience.

Create Continuity and Confidence Through Rewards in 2022


The last two years have significantly shifted employees’ expectations of the employee-employer relationship. Employees now expect organizations to provide meaningful support for their well-being needs, both inside and outside the workplace. They now expect work to provide them with a sense of purpose and greater flexibility on how, when and where they work. They now expect employers to demonstrate clear commitments toward environmental, social and governance (ESG) and diversity, equity and inclusion (DEI).


Organizations need to meet these expectations. But that’s a difficult task given labor shortages, rising costs, supply chain disruptions, geopolitical tensions and an ongoing pandemic. How then do organizations rise to meet this challenge? They must start with a rethinking of total rewards. 

An effective total rewards strategy creates continuity, confidence and stability for employees, while also optimizing spend. Companies that get it right will be best positioned for immediate success, gain a long-term edge in the competition for talent and create sustainable long-term value.

Establish a Roadmap

Align Total Rewards with New Ways of Working

The global pandemic has accelerated automation and digitization of work, and greater use of hybrid work models by many organizations. This, combined with the talent shortage, creates a need for rebalancing rewards and benefits (e.g., an allowance for in-demand skills, tuition reimbursement for reskilling and upskilling, ergonomic equipment for remote work, work/life balance support), and may render some traditional benefits less relevant (e.g., car allowances, on-site amenities).

To withstand competitive pressure on talent and rising compensation costs, savvy employers will reinforce rewards that provide long-term, wealth-building potential, for example, to attract and retain those with highly coveted skills. Furthermore, a skills-enabled career framework opens borderless career opportunities, supports upskilling for all employee groups and unlocks tremendous value from the workforce. 

Emphasize Flexibility, Choice and Value
Evolving expectations of employees and new ways of working have further amplified the complexity of meeting the needs of an increasingly diverse workforce. By realigning total rewards and work policies with what employees need and want — while eliminating less relevant or underutilized programs — companies can optimize their total rewards spend.

However, personal needs and circumstances of individuals can vary significantly. Offering choice may take different forms, from adjusting coverage and contributions based on needs and costs to fully flexible compensation and benefits. While such decisions are based on many factors (e.g., regulations, administrative complexities, prevalence), flexibility will maximize the value of total rewards for different employee cohorts.

Promote Well-Being and Build Resilience

What will be the long-term consequences of the pandemic on employees’ emotional (stress), social (networking) and financial health (job security and adequate savings)? How will sedentary lifestyles created by work-from-home environments affect health outcomes in the coming years? How will health plan management change as COVID-19 evolves into, possibly, an endemic disease? How will employees fare in the face of future challenges that affect the movement of people and goods?

Leaders have a significant opportunity to get ahead of these risks and mitigate long-term effects by rethinking how total rewards can support the well-being of all employees while building resilience to prepare for unpredictable future events. Options can include, for example, minimum standards for pay and benefits and negotiated value-added well-being services and solutions from vendors.

Integrate DEI and ESG Goals into Your Total Rewards Strategy
Organizations can reinforce commitment and a sense of purpose by ensuring that total rewards support their DEI and ESG agendas. Fair pay policies, investing in skills development, inclusive benefits programs and leave policies are examples of how total rewards can further an organization’s DEI goals. By adopting an equitable total rewards mindset, organizations enhance health and wealth equity by addressing underrepresented groups’ diverse needs, preferences and expectations.

Organizations can further broaden the “E” in ESG by considering green benefits and applying ESG criteria in vendor selection and the “S” by ensuring safety and security, fairness and equality through their total rewards programs. 

Create a High-Performing Culture and Employee Experience

Organizations with a strong emphasis on culture, values and purpose see higher employee engagement and lower attrition. Organizations can emphasize their culture and maximize the value and utilization of programs by leveraging tech-enabled communications that promote “total employment value,” as well as delivery of total rewards.

Organizations with total rewards programs that offer financial security, enable their employees to develop their capabilities and create opportunities for professional growth — in addition to the other three employee experience dimensions of work, purpose, people — achieve greater business success.  


In an environment of constant disruption and transformation, effectively designed, financed and delivered total rewards strategies can enhance business value and build a productive and engaged workforce. When done right, these programs make employees feel valued by providing an equitable employee experience and reinforcing organizational culture and purpose.

To do this successfully requires a globally consistent philosophy and policies that can adapt to ensure local relevance, and a strong operating model and governance structure to execute the strategy.

The investments and change necessary for success may not be accomplished within a year, but they will lay a foundation for the long term. In turn, they also create a brighter and more resilient tomorrow for the organization, its employees and their families, and the communities in which they live.

About the Authors

Monica Martin_150px.jpg

Monica Martin is a senior director, work and rewards, at Willis Towers Watson.

Ken Kuk_150px.jpg

Ken Kuk is a senior director, work and total rewards, at Willis Towers Watson. 

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.