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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 are available online within one business day of purchase
Optional purchased print material ships within 7 business days
Duration
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
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Paul Thompson
Phone: 1 44 01614322584
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WORKSPAN
WORKSPAN DAILY |

Promote a Better Employee Experience Through Better Total Rewards

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This summer, there were 10.4 million open jobs in the United States, spanning a wide range of industries, including medical care, hospitality, food service and local government. The numbers are large, but not shocking. Amid a historic labor shortage and the ability to work from anywhere, employees are seeking jobs and perks that make them feel valued and appreciated.

As 2022 approaches, employees at major organization such as The Kellogg Company and John Deere are raising new demands for fair compensation and benefits that suit their changing needs and lifestyles. Research also suggests that average raises in 2022 will likely be higher than last year.

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Additionally, beqom’s 2021 Employee Expectations in Hiring Report dives into how pay rates and benefits offerings are impacting talent shortages, with employees looking for fair pay and new kinds of benefits as workplaces adjust to the changing climate. With the pandemic prompting more people to reevaluate what’s most important to them — including prioritizing time spent with loved ones and other interests outside of the office — many are looking to see how their compensation, insurance and other job perks can help them in their life outside the office, not just in it.

Catering to Employees’ Needs

It used to be office holiday parties and free coffee in the breakroom that kept employees sticking around. But the pandemic has given many employees a more well-rounded perspective on what matters in their professional and personal lives. As more people begin prioritizing time spent with loved ones and other interests outside of the office, they are seeking employee benefits that promote a strong sense of work-life balance.

In fact, some employees are even willing to accept a salary below market average if the benefits provide a better sense of work-life balance. beqom’s survey found that more than two-thirds of Americans said they wouldn’t mind being paid less if it meant having flexible working hours (77%), remote work options (71%) and a higher number of PTO days (70%). Employees’ personal and work lives have changed dramatically since the pandemic began, and since they aren’t slowing down any time soon, employers must speed up alongside them.

Fair and Competitive Compensation

Although employees are willing to take salary cuts in exchange for desired benefits offerings, that doesn't mean they aren’t aware of their worth and value. In fact, salary is still top of mind for many employees and job seekers.

Going into 2022, companies are planning to boost employee salaries by 3.3%. beqom’s report found nearly two-thirds (64%) prioritize pay as the most important factor when considering a job offer, whether that compensation comes from salary alone or total cash compensation — a combination of things such as salary, bonus and commissions, for example.

Whether its higher costs of living, inflation or competition for an open position driving job seekers, they are expecting their compensation in a new role to be higher than in their previous position. Due to the pandemic, more than half (52%) of Americans expect their salary to increase in a new job.

Some employers are getting a head start, as wages and salaries have increased 1.5% and benefit costs have increased 0.9% since June 2021.While it’s important for employers to offer desirable benefits for employees adjusting to post-pandemic life, it’s equally as important for them to offer competitive salaries that meet job seekers’ needs.

Pay Transparency

It’s not enough for today’s employees to have an understanding of only their own salaries. Amidst a wave of reports about major companies such as Amazon unfairly compensating employees, many want to make sure their compensation stacks up against their colleagues. Pay transparency is so important to Americans that more than two-thirds of workers (68%) would consider taking a lower salary as long as the organization was transparent about its compensation benchmarks.

It sounds simple, but it isn’t always that way. Employees want to feel comfortable and open in the workplace, but more than half of Americans (55%) say they have been pressured by an employer not to disclose their pay to coworkers. Discouraging conversations around pay only creates a sense of secrecy and decreases employee’s trust in the organization.

There’s no time for employers to wait on building a strong sense of pay transparency at all levels of the organization. beqom’s survey found more than two-thirds of Americans (67%) think companies should disclose their CEO-to-employee pay ratios, and 70% believe companies should disclose their overall pay gap.

Pay transparency benefits both the employee and the employer, and helps make sure both are on the same page when it comes to how and why compensation is determined. When employees are aware of industry benchmarks, it can help them set better goals for their responsibilities and job performance, leading to greater company success. If both sides are transparent about their compensation, job responsibilities and goals, it’s easier for both parties to meet expectations.

Between new work environments and shifting personal priorities, employees want their organizations to make their lives easier, not harder. Offerings such as remote work options, fair compensation and pay transparency are bound to not only get job seekers in the door, but keep them there as assets to the organization.

About the Author

Tanya Jansen is the co-founder of beqom.


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.

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