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.
Just a quick update: we’ve piloted live streaming GRP classes – and it’s proved hugely successful with participants. The live streamed classroom course is very interactive – you can interact with our tutor, Alan Gibbons, and other delegates, break out into small groups, do all the group exercises, just like attending in person in a physical classroom.
We guarantee you will have a will have a superb learning experience – if you don’t we will offer you a full refund.
:: Features Q&As and ongoing interaction with the tutor throughout the entire virtual classroom event – just like attending in person.
:: Includes virtual hand-raising.
:: Features 'breakout rooms' – our tutor will split the class into separate teams so multiple participants can collaborate on group exercises.
:: Number of participants for our virtual classroom will be limited to ten. Minimum of four participants required.
:: It’s easy to join our online classes with a tap of a button.
You can participate for the entire two-day 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 as usual: email paul@e-reward.co.uk
Send two delegates to a live-streamed GRP course, hosted by E-reward and Alan Gibbons, bring a colleague for free.
Bristol-Myers Squibb is a US-owned pharmaceuticals company with a full range of employment policies and practices. Staff expressed confusion over the reward package. Not only was there a lack of understanding over what they received, there was a perception that the organisation's pay and benefits did not compare well with what was being offered by the competition. A move to flexible working to support recruitment and retention was a catalyst to bringing all the policies together under a total reward banner.
In this case study, we see how Bristol-Myers Squibb moved to the concept of total reward as a means of communicating the value of its existing provision. It kept the traditional distinction between compensation and benefits, describing everything else as "the work experience". This includes recognition, work-life balance, culture, employee development and the working environment.
Bringing the policies together and communicating their value has worked well, according to Bristol-Myers Squibb. Introducing even more flexibility is the logical next step for the company.