Level: Senior HR/reward professionals.
Date: 2-3 December 2024.
Location: Your PC via Zoom.
Duration: 2 days: 9am-4.pm (UK).
Format: Intensive and highly-participative workshop. Includes mix of high-level, confidential discussions. Plus activities and exercises that enable participants to reflect on their current thinking and practice, explore new approaches and plan out their own reward futures.
Places are limited to 10 delegates to maximise interaction within the group.
Fees: £950 + VAT per delegate.
Brochure: Click here
‘How can we create a more equitable, collective, compassionate approach to reward and people management more generally after the Covid crisis?’ - Reward and Wellbeing Head, UK plc.
‘Where have all the workers gone?!’ - Hospitality company CEO.
‘Our reward strategy? Deal with the next crisis!’ - HR Director, public sector body.
The pandemic saw major changes in all of our personal lives and transformations in every organisation’s operations and management of their people. It fundamentally shifted our perspective on everything rewards-wise, from sick pay to executive incentives, and from flexible working to corporate wellbeing programmes.
This period post-pandemic has, if anything, been even more changeable and uncertain, politically, economically and management-wise. We continue to be faced with a cost-of-living crisis and growing inwork poverty, yet with continuing widespread labour shortages affecting almost all sectors and occupations, as well as the continued evolution of hybrid working. Health and wellbeing continues to be a major challenge, never mind re-engaging the UK workforce which still shows low productivity and employee engagement levels by historic and international standards.
These changes have placed the HR function in a prominent position, with pay and reward management at the centre of corporate agendas and responses. Reward professionals have become ever more crucial.
A new CIPD research publication, People Expertise on Corporate Boards, highlights the growing strategic focus on people and reward issues. But is the function up to the challenge?
So how should employers, Heads of Reward and HR leaders respond? What reward strategies will you need moving forward to recruit, retain and engage your people so as to simultaneously meet the needs of your business leaders seeking a rapid recovery; an increasingly demanding, diverse and aware employee and future employee population; and the wider social issues and stakeholders pushed into prominence by the pandemic, and their ‘ESG’ concerns of poverty, insecurity and labour market and supply chain exploitation.
We believe HR, reward, compensation and benefits professionals have generally performed amazingly over recent years, in responding to an unprecedented health crisis and subsequent economic downturn.
Their reward is to emerge into the most disrupted economic, political and social situation and the tightest labour market any of us will have ever experienced – a true ‘cost-talent crunch’ and cost-of-living crisis.
But as Dr Duncan Brown will discuss with you on this executive programme, we need to move on from the crisis-responses and get some strategy. We all have agency here; we all have choices. We need to have the courage to act – to advocate, to invest, to make this happen – if we are not to let the tough learning from these crises go to waste, to see the opportunity taken for a ‘new, new normal’ to emerge in our reward strategies and policies.
Come learn, discuss and debate with other HR and reward leaders how you can make this happen.
- How do we recruit and retain staff in the wake of major labour shortages?
- How well do our rewards reinforce the goals and values and culture of the organisation?
- How fair are our current reward policies? How do we better deliver fairness in the future?
- How do we respond to the cost-of-living crisis?
- Does performance-related pay ‘work’? Should it have an important role in your reward strategy?
- How well do we reward/recognise the contribution of staff at all levels and in all roles?
- Do pay differentials matter and how do you engage the whole of your workforce to perform?
- Are executives paid too much and keyworkers too little?
- How do you close gender, ethnicity and other pay gaps?
- How do you balance considerations of internal equity and fairness with external market rates and demands in one of the tightest labour markets ever?
- Are we seeing a renaissance of employee benefits and if so, how should you respond? How can you afford to respond?
- How well do we support the security, health and wellbeing of our workforce and how can you improve that at an affordable cost?
- How do you adapt your reward package to engage and meet the needs of the different generations and groups in our workforce?
Led by Dr Duncan Brown and benefitting from the latest research findings, the programme is designed to:
- Provide a confidential and expert retreat to review and discuss the challenges surrounding the development and implementation of your reward strategy, in the context of your business strategy and the current economic, social and political context.
- Illustrate how successful reward strategies are developed and delivered in today’s challenging conditions; what should they look like? What priorities do you need to focus on? How do you secure adequate resources in the current climate?
- Discuss the latest trends and developments in pay and reward thinking and practice, profiling both recent academic research in the field and illustrated with topical current case studies
E-reward’s intensive executive programme is targeted at senior HR and reward colleagues who are responsible for strategic reward issues:
This executive class will be facilitated by Dr Duncan Brown, an independent reward researcher and adviser, Senior Associate at the Institute for Employment Studies (IES) and Visiting Professor at University of Greenwich. Duncan is a former employee reward practice leader at Willis Towers Watson, PwC and Aon Hewitt, who spent five years as the Deputy CEO at the CIPD.
He is a highly regarded adviser and writer on reward management, including jointly authoring with Michael Armstrong the best-selling Handbook of Reward Management Practice and Reward Strategy. His doctorate was in reward strategy.
‘I want to say thank you for a really interesting and useful training session. The material that Duncan put together and his expertise was fantastic. It has definitely given me some ideas about how to manage reward in my organisation and an understanding of how to look at the bigger picture and strategy to keep it aligned. A huge learning experience for me, thank you for putting this together and thank you to Duncan.’
‘I found the course really helpful and gave me a lot to work with. I’ve attended events with Duncan before and he is really engaging and a great facilitator.
‘Whether you are preparing to form your reward strategy or need to refresh and realign it, this course is a must that will leave you with plenty to consider and inspire to progress.’
‘Very thought provoking and giving a holistic view on reward practices. An interactive masterclass that I would recommend.’
‘If you are procrastinating on developing a coherent approach to reward because of confusion over the questions to ask/pose, this workshop gives you an excellent platform/impetus to take this important issue forward.’
‘A brilliant way of reflecting on and developing your reward strategy and practice.’
‘Really valuable session bringing together loads of thinking in this critical area and lots to go away and think about and put into action.’
‘If you need to gain a deeper and broader understanding of reward strategies and issues then this course is a must.’
‘Great workshop for reward specialists and those with a strategic reward role.’
Economic, political and legislative developments and their implications.
Major rewards trends, their drivers and implications.
The current climate and implications.
History of the concept.
The latest research on contemporary HR and reward strategies.
Discussion: Starting the planning, what’s top of my reward agenda?
Relevant reward strategy tools: what needs to be in your reward strategy and your workforce plan?
‘A big benefit is being forced to step back from daily pressures to think about the key strategic issues of the day and more specifically the lateral integration of reward initiatives with each other and with the rest of the HR strategy – i.e. more than just the vertical alignment with the business strategy. The other aspect course participants have found most beneficial are the discussions on communications and line managers. Comms was seen as part of a wider move to simplify and demystify rewards to build greater transparency and understanding and more clearly see the links between what the business needs, its values and what employees do and how they are rewarded.
Our last set of course participants were all finding in their very different settings that values-based reward and performance management receive far more traction with employees than traditional objective and results-driven rewards. Hence they were using EVP and employee experience concepts more than traditional total rewards thinking.
They also liked the emphasis on using reward strategy to prioritise and focus their activity when they have such huge agendas.’
This executive class will be facilitated by Dr Duncan Brown, an independent reward researcher and adviser, Senior Associate at the Institute for Employment Studies (IES) and Visiting Professor at University of Greenwich. Duncan is a former employee reward practice leader at Willis Towers Watson, PwC and Aon Hewitt, who spent five years as the Deputy CEO at the CIPD.
He is a highly regarded adviser and writer on reward management, including jointly authoring with Michael Armstrong the best-selling Handbook of Reward Management Practice and Reward Strategy. His doctorate was in reward strategy.
Live streamed via Zoom.
Economic, political and legislative developments and their implications.
Major rewards trends, their drivers and implications.
The current climate and implications.
History of the concept.
The latest research on contemporary HR and reward strategies.
Discussion: Starting the planning, what’s top of my reward agenda?
Relevant reward strategy tools: what needs to be in your reward strategy and your workforce plan?
| Virtual classroom | 02/12/2024 - 03/12/2024 |
These terms and conditions apply between the person, firm, company or other entity specified on your booking form and E-reward.co.uk Ltd (company number: 4281768). Registered in England and Wales. Registered office 33 Denby Lane, Heaton Chapel, Stockport, Cheshire SK4 2RA, United Kingdom for delegate registrations for the course (including Mastering Reward courses, GRP courses with exam and in-house training courses) specified on your booking form (‘Course’).
By submitting your registration to attend the Course you agree to be bound by these terms to the exclusion of all other terms. If you do not agree to be bound by these terms E-reward.co.uk Ltd will be unable to accept your registration.
Delegates who advise E-reward.co.uk Ltd of their cancellation in writing via email (to paul@e-reward.co.uk) 30 calendar days before the start of the Course will have their fees refunded – less an administration charge of 20% of the Course fees.
No refund will be made for cancellations received less than 30 calendar days before the start of the Course.
Failure to attend the Course will be subject to the same terms.
Transfers may be made to any other Course in the UK organised by E-reward.co.uk Ltd subject to space availability. All transfer requests must be made in writing via email (to paul@e-reward.co.uk) 30 calendar days or more before the start of the Course.
There will be no fee charged for such transfers. One free transfer can be made for each course booking after which there will be a £100 administration charge for each further request.
Please note: We are unable to accept any transfer requests received less than 30 calendar days before the start of the course and no refunds will be made.
We are unable to accept any transfer requests once you have received access to GRP pre-recorded learning videos.
Substitutions with employees from your organisation are welcome at any time at no extra charge. You must email any substitutions (to paul@e-reward.co.uk) prior to the date of the Course.
Please note: We are unable to accept any ‘substitutions’ once you have received access to GRP pre-recorded learning videos.
You will pay E-reward.co.uk Ltd any fees specified in your booking form for the Course. Payment to E-reward.co.uk Ltd in GBP British Pounds is by BACS, wire transfer, cheque or credit card. It is a condition of booking that payment must be received by E-reward.co.uk Ltd before the start of the Course or no later than 30 days from the date of invoice, whichever is sooner.
If payment of your fees in full is not received before the Course, E-reward.co.uk Ltd may (at its sole discretion) either require such payment as a condition of your entry to the Course or refuse you entry to the Course.
Prices for each Course, where applicable, are correct at the time of publication. We reserve the right to change the prices at any time but changes will not affect registrations which have already been confirmed by E-reward.co.uk Ltd.
Each ticket covers attendance for one person only for the duration of the Course, and includes coffees, teas and light snacks during the lunch hour, as well as course materials.
All bookings are subject to value added tax (VAT) at 20%. You shall, on receipt of a VAT invoice from E-reward.co.uk Ltd, pay to E-reward.co.uk Ltd such additional amounts in respect of VAT as are chargeable on the supply of the Course.
We understand and will exercise our statutory right to interest and compensation for debt recovery costs under the late payment legislation if we are not paid according to agreed credit terms. Under the Late Payment of Commercial Debts [Interest] Act 1998 – as amended and supplemented by the Late Payment of Commercial Debts Regulations 2002 (to incorporate the features of European Directive 2000/35/EC) – we are entitled to charge:
Final Course details will be emailed to delegates at least three weeks before the Course.
You will receive your course materials by email ahead of the Course.
Delegates are responsible for their own accommodation.
The Course programme is correct at the time of going to press.
E-reward.co.uk Ltd reserves the right to change the format, tutors, venue location and programme or any other aspect of the Course at any time and for any reason, whether or not due to a Force Majeure event, in each case without liability/refund.
‘Force Majeure Course’ means any event arising that is beyond the reasonable control of E-reward.co.uk Ltd including (without limitation) speaker or participant cancellation or withdrawal, supplier or contractor failure, venue damage or cancellation, health scares, industrial dispute, governmental regulations or action, military action, fire, flood, disaster, civil riot, acts of terrorism or war.
E-reward.co.uk Ltd reserves the right to change the date or cancel a Course at any time and for any reason without notice. Where circumstances force E-reward.co.uk to cancel a Course, E-reward.co.uk Ltd shall offer you the option of attending any rearranged Course that E-reward.co.uk Ltd chooses to organise.
If you do not wish to accept this offer, then you will (as your sole remedy) be entitled, at your discretion, to receive either a credit note or a refund in respect of your fees received by E-reward.co.uk Ltd for that particular Course.
However, where the Course is postponed for reasons due to a Force Majeure event, any of your fees received by E-reward.co.uk Ltd shall be applied to any rearranged or rescheduled Course and all these Terms and Conditions shall apply to any such transferred booking.
To the fullest extent permitted by the applicable law, E-reward.co.uk Ltd shall not be liable to you for any loss, delay, damage or other liability incurred resulting from or arising in connection with the cancellation or date change of the Course howsoever arising or any venue change.
For the avoidance of doubt, you acknowledge and agree that should the Course date be changed or cancelled, E-reward.co.uk Ltd is not liable for any travel or accommodation costs you may have incurred.
E-reward.co.uk Limited is a registered data controller under number Z7317541.
Your Course registration information will be added to our marketing database but will not be given to third parties without your prior consent.
E-reward.co.uk Ltd uses email addresses for its own purposes of keeping customers informed about Courses and providing product, service and information announcements.
If you supply us with your postal address online, you may receive periodic mailings from E-reward.co.uk Ltd with information on new products and services and upcoming Courses.
If you do not wish to receive information about products and services, please let us know by email (to paul@e-reward.co.uk).
To the fullest extent permitted by the applicable law, E-reward.co.uk Ltd excludes:
If E-reward.co.uk Ltd is liable to you for any reason, its total liability to you in relation to the Courses (whether under these terms or conditions or otherwise) is limited to the amount of your fees received by E-reward.co.uk Ltd.
Views expressed by the Course instructors are their own. All advice provided at this course is for general guidance only. Any course delegates relying on information or advice given in the course of such training do so at their own risk.
E-reward.co.uk reserves the right to amend these terms and conditions from time to time. However, you will be subject to the terms and conditions in force at the time you submit your registration.
Further information
If you have any questions, please email us at paul@e-reward.co.uk