The Changing Face of Total Rewards

The Changing Face of Total Rewards is an introduction to the core philosophies at the heart of total rewards. Whether we’re talking about it as a department or a strategy, total rewards is at the frontline of the massive renegotiation with work happening all around the world. To succeed today, we can’t just change what we offer in our compensation packages; we also have to change how we think. This introductory Program will help you do just that.

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Course Snapshot

4-6 Hours over 5 Weeks
Next session: Aug. 14
Enroll by: Aug. 21
Online social learning in teams of 30-50
Certificate of completion, SHRM + HRCI credits

Course Overview

No matter the industry, organization, or profession—from the most-well-compensated executives to novice, entry-level employees—people work in order to get paid.

Of course, this isn’t the whole story. There are many other reasons people work. But as HR professionals, our roles exist to mediate and strengthen the reciprocal relationship between organizations and employees: what people give and what people get. The fate of our organizations depends on it.

It’s no wonder, then, that organizations around the world are increasingly shifting their HR function from “Comp & Ben” to “Total Rewards.” But, for many organizations, the actual changes in practice and strategy haven’t kept pace with the hype of total rewards.

What does total rewards look like when it’s fully realized? It is not a rebranding of comp & ben, but rather a dramatic shift in thinking about that fundamental exchange between employee and employer. It requires us to look well outside of the traditional silos of comp & ben to understand, quantify, and communicate all of the ways in which our organizations acknowledge, recognize, and compensate employees. At its best, a total rewards practice can change how people feel about their work and fundamentally shift how we attract and retain our people.

Questions You'll Explore:

  • What is a total rewards philosophy and why does an organization need one?

  • How do you know if your organization's foundational offerings are meeting employees' needs?

  • How do flexibility, career growth, and meaningful work contribute to an organization's total rewards package?

  • How can organizations move the needle on pay equity and transparency, and what are the benefits for both employers and employees?

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Field Manuals

The Changing Face of Total Rewards Course is made up of four Field Manuals (our version of an online module). Each one contains a variety of types of content and social exercises culminating in a mini-project, reflection, or debate. Each Field Manual will take you between 30-45 minutes to complete but you can jump on and off at your own pace, as often as you’d like. The deeper learning happens in the discussions with your fellow learners so be sure to check in on the conversations regularly.

Field Manual Overview:

  • 30-45 minutes to complete

    Bite-sized, easy to read modules for an efficient learning experience.

  • Self paced

    You can jump on and off at your own pace, as often as you'd like.

  • Engaging learning modules

    Each field manual contains different types of content and social exercises, all culminating in a mini-project, reflection, or debate.

  • The Total Rewards Philosophy

    While our organizations may still have Compensation & Benefits functions, the days of a siloed approach to employee compensation are long gone. This Field Manual is all about the shift in thinking toward total rewards not only as an approach, but also as a philosophy that underpins the success of employee engagement and a compelling employee experience.

  • Solid Table Stakes

    There are many components to an effective total rewards package, but none of them matter unless we cover the basics—competitive compensation, thoughtful and accessible benefits, and comprehensive wellbeing support. This Field Manual explores these core elements and helps us make sure we’re building a solid foundation for our total rewards offerings.

  • Flexibility & Personalization

    Every employee expects world-class compensation, benefits, and wellbeing support. But that’s not all today’s workers want from their organizations. They’re also looking for flexibility, thoughtful career development opportunities, and roles that give them a sense of purpose—and they’ll go where they can get it. This Field Manual dives into these critical components of the “new deal” employees are seeking from their organizations.

  • Pay Equity

    Pay equity and transparency are multifaceted, complex issues that touch every part of the organization and the way it’s run. Developing a strategic plan to address these issues is an integral part of infusing equity and inclusivity into the entire employee experience. This Field Manual offers an approach to establishing pay equity and transparency in your organization.

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Featured Voices

Josh Bersin
Josh Bersin
Global Independent Analyst; Dean of Josh Bersin Academy
Global Analyst and Senior Vice President of Research
Kathi Enderes
Senior VP of Research & Global Industry Analyst of The Josh Bersin Company
Jessie Claros
Jessie Claros
Executive Director, Benefits and Mobility of MGM Resorts International

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