NO MORE CLASSROOM CLASSES FOR THE NEXT FEW MONTHS. ALL E-REWARD GRP COURSES ARE NOW CONTACTLESS AND VIRTUAL. ATTEND FROM YOUR HOME OR ANY LOCATION.
The coronavirus is disrupting everything – but this doesn't mean you want to put your career on hold by stopping your learning and training. Whether your office is closed or you're planning for potential closure, we stand ready to help with ALL GRP courses now available as live stream courses.
You can participate for the entire GRP course (each day will be divided into four 90-minute modules) via our streaming platform. On top of that, we’ll provide you with individual tuition – hour-long, one-to-one online tutorials with Alan Gibbons. Exams will be taken online.
Book your next GRP course as usual and full log on and joining instructions will be provided shortly for the class(es) that you have registered to attend. You will receive by email an electronic copy of the course book (PDF) so that you can print it out and follow the streamed course, exactly as you would if you were live in the classroom.
No expensive tiring travel, no crowds, no hotel rooms. Just provide your own hand sanitizer!
We guarantee you will have a will have a superb learning experience – if you don’t we will offer you a full refund.
Send two delegates to a live-streamed GRP course, hosted by E-reward and Alan Gibbons, bring a colleague for free.
HR and reward functions have faced the prospect of major transformations in recent years that involved taking on a more strategic role in support of the business. The second and final phase of our study into the changing shape of the reward function involves original research via three case studies:
Lloyds TSB
National Australia Bank Group
PricewaterhouseCoopers.
Here, we will explore what are the factors involved in these large multinational businesses making their choices in favour of delivery models inspired by the work of US academic David Ulrich. This has required fundamental changes in the shape and structure of reward functions in these organisations – replete with the introduction of shared service operations, technical centres of expertise and HR business partners. It is also worth noting that Lloyds TSB has re-modelled its former Ulrich-type business partnering model, moving instead to one based on the same philosophy, albeit with some significant adjustments.
Part 1: Survey findings (published in e-research no. 56)
Presented the results of our UK Reward Census 2007 – a survey of 150 reward professionals. The focus of this e-reward survey was to examine the major current challenges facing professionals employed within UK reward functions. More specifically, those surveyed were asked questions concerning their own reward functions, career paths within reward, the type of reward work they do, as well as what they believe they should be doing to promote business success.