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.
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.