Buy one ticket on this class, and bring a colleague for free to this class | 2-3 Oct 2019 LONDON
This two-day course covers workplace wellbeing in an organisational and international context, providing delegates with the knowledge and understanding of environments in which they as practitioners can plan, implement and evaluate wellbeing programmes to support strategic operational goals.
Launched in partnership with The Wellbeing Leader, our course is structured on the lines of a voluntary code of practice, which sets core standards and competences based on survey feedback given by workplace wellbeing practitioners. Clear learning outcomes are defined along with a training syllabus, objectives and course content.
Many organisations adopt entirely new pay arrangements when faced with the pressing need to harmonise pay and benefits for staff who were previously employed by firms which have been acquired or been part of a merger process. The Financial Services Authority had to go down this path when it came into being in 1998.
Flexible benefits were introduced in that year as the first stage in the harmonisation process. With regards to pay, initially there was a system of five broad banded grades which were wide enough to encompass the differences in pay, but in 2001 a new pay structure was put in place. A bespoke job evaluation system was installed to make sure that the fairness of the new harmonised pay rates could be demonstrated effectively. But the new arrangements became too complex and inflexible, as the number of defined job roles and pay benchmarks expanded fourfold.
Includes 40-page FSA document: Flexible benefits plan.
For more details see our review, published in the 'Features' section of e-reward.co.uk, 22 November 2005.