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.
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.