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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.
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Highly Interactive
On-going interaction with instructor throughout the entire classroom event
Interaction with peers/professionals via face-to-face
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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
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One + Days
Varies by course ranging from one to multiple days
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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.
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Highly Interactive
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Live online instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
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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.
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Varies by course ranging from one to multiple sessions
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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.
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Independent Learning
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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
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120 Days - Anytime
120-day access starts on the day of purchase
Direct access to all components
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Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
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WORKSPAN
WORKSPAN DAILY |

U.S. Employees Willing to Sacrifice Pay for Better Benefits

With their desire for greater security rising, a growing number of employees in the United States are willing to sacrifice additional pay in exchange for more generous retirement and health-care benefits.

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This is according to the “Global Benefits Attitudes Survey” by Willis Towers Watson. The survey also found that a combined half of employees would rather receive more substantial benefits (37%) and time off (13%) than additional pay or bonuses.

Further, more than half of the 8,000 respondents (57%) said their benefits package is more important to them than ever before, driven largely by their desire for greater security. Two-thirds of respondents (67%) said they are willing to pay a higher amount each month for more comprehensive retirement benefits. That’s up from 55% in 2011. More than four in 10 workers (42%) would sacrifice additional pay each month for a more expansive health benefit plan, a sharp increase from 27% in 2013.

“For the vast majority of employees, benefits indeed matter,” said Steve Nyce, senior economist, Willis Towers Watson. “Employees of all ages want more security and getting benefits through their employer is an important way to obtain it. They also want choice and personalization and are looking to their employers to provide tools to ensure they make good decisions on issues that are often quite complex.”

Other highlights from the survey include:

  • Resources lacking for many employees. Only 40% of employees feel the resources their employer provides to support their health and well-being meet their needs. Even fewer (32%) said the resources to help manage their finances meet their needs. Interestingly, while 70% of all employees surveyed said their health-care benefits meet their needs, that figure drops to 56% among respondents who are in poor physical and mental health.
  • Employees want a meaningful choice. Nearly two-thirds of employees (64%) prefer a moderate number of benefit choices, an indication that they are happy to choose their benefits but having too many options can be confusing. Only two in 10 (20%) favor a large number of options from which to choose.
  • New entrants to the workforce favor pay over benefits. Half (50%) of Generation Z employees ranked more pay as their highest priority, compared with 35% who ranked more generous benefits as a top priority. Only 15% were more interested in additional time off.   
  • Voluntary benefit preferences vary by age. Nearly half of respondents (46%) would be interested in purchasing home and automobile insurance if offered by their employer, followed by long-term care insurance (36%). Baby Boomers are most interested in long-term care insurance compared with Millennials (46% vs. 28%) while Millennials favor auto and home insurance (52%) more than Baby Boomers do (35%).

“Employees want benefit packages that meet their specific needs but don’t overwhelm them with too many options,” said Jennifer DeMeo, senior director, retirement, at Willis Towers Watson. “While this balance may be tricky, employers can help employees by offering education, communication and decision-support tools. This approach not only leads employees to make more informed benefit decisions but also boosts their financial well-being.”


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