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 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.
In 2005, Orange was facing increased competition and organisational challenges as mobile telephony, broadband and TV started to "converge". But the rapid expansion of the company, which had led to growth in the number of reporting levels and pay structures, had resulted in an unwieldy structure which frustrated almost everyone. An organisational redesign and an accompanying new reward structure were needed to help the organisation become more agile and responsive to the market, as well as more cost efficient.
A new director of reward and pensions, with experience in the retail sector, instigated an organisational restructure based on work levels, which focused on taking out unnecessary layers of management and ultimately saving head count and the costs associated with this. Once the new organisational structure design had been approved, a new pay and grading structure was put in place, underpinned by and benchmarked against Watson Wyatt’s global grading system.
Unusually, organisation design and grades have been separated with no read across from work level to pay grade. This is because Orange employs many technical specialists with scarce skills who it does not wish to reward as managers. The pay structure recognises both management and individual contributor (specialist/technical) roles, while the organisational structure recognises decision-making accountability.
For more details see our review, published in the 'News' section of e-reward.co.uk, 15 January 2007.