WorldatWork's Alliance for Work-Life Progress (AWLP) announces a unique mark of excellence to recognize organizational success in work-life effectiveness.
There’s good news in store for sales professionals in 2012: Base pay increases are returning, according to the findings from the "2012 Sales Compensation Trends Survey."
WorldatWork has announced the names of the volunteer leaders for its 2012 Board of Directors and those of its affiliate organization, the WorldatWork Society of Certified Professionals.
As employer-provided benefits continue to become a bigger portion of labor costs, organizations are increasing employee cost sharing as well as providing employee health education, wellness initiatives and financial education/advice.
National Campaign Led by WorldatWork Promotes Work-Life Effectiveness
On October 19, 2011, the United States Senate unanimously approved Senate Resolution 299 reaffirming October as "National Work and Family Month," a national awareness campaign led by WorldatWork's Alliance for Work-Life Progress to encourage employers, employees, and communities across the nation to discuss and work together on mutually beneficial work-life programs and policies.
Study finds gap between what managers believe and how they behave
September 13, 2011–Washington– A global survey reveals a growing imbalance between what employers say about work-life balance and what they actually do. Every October since 2003, WorldatWork’s Alliance for Work-Life Progress (AWLP) has led a national awareness campaign that promotes work-life effectiveness as a key contributor to productivity and success in the modern workplace.
A bit of comfort for terminated workers: While companies have been slashing payrolls in recent years, a new study finds that at least they haven't been trimming their severance packages. Severance and change-in-control plans have survived the recession fairly intact, according to a study released this week by WorldatWork and Innovative Compensation and Benefits Concepts LLC (ICBC), an HR consulting firm.
For the first time since 1980 the U.S. rate of inflation is higher than the average total salary budget increase. During the 12-month period ending April 2011 inflation, as measured by the Consumer Price Index, was 3.2 percent. That compared to a total salary budget increase of 2.8 percent for the same period.
When it comes to reward fairness, it's neither total pay nor salary increases that have the biggest impact on employees' perceptions of fairness. That honor goes to career development opportunities, according to a new research report released today by WorldatWork, Hay Group and Loyola University Chicago professor of human resources, Dow Scott, Ph.D.
Record-high fuel prices have had little effect on vehicle programs in 2011
This may be another sign organizations are done cutting costs in the benefits area. A new survey, WorldatWork Vehicle-Related Benefits Survey, found that a majority of organizations (89%) continue to offer some type of vehicle benefit to employees.
Salary increases are slowly trending upward toward pre-recession levels, according to the38th Annual WorldatWork Salary Budget Survey. Participating organizations reported awarding at least some base salary increase to 88% of all employees in 2011 on average, compared to 86% of all employees in 2010, 80% in 2009 (all-time low), and 91% from 2006 to 2008.
For the first time since WorldatWork began measuring telework in 2003, the total number of people who worked from home or another remote location for an entire day at least once a month has declined.
Global Men's Study reveals men are equally concerned with work-life integration
Results from a research study of employees around the world conducted in the fall of 2010 reveal that, when it comes to work and family, men and women are more alike than different. This finding conflicts with a widely held assumption that male identity is rooted in work whereas women place a higher priority on personal/family life.
Employers Focus Recognition on Behavior and Performance in Addition to Tenure
A survey released this week by WorldatWork shows employee recognition has declined slightly: 86% of companies use recognition programs as part of their rewards tool kit, down from 89% in 2008. Fourteen percent of companies reported not having any recognition programs in place whatsoever and 10% reported eliminating some recognition offerings in the12 months prior to the survey.
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A new WorldatWork study, “Bonus Programs and Practices,” found that prevalence of a variety of bonus programs have declined since 2008 and are at approximately the same levels as 2005.
Even as the economy slowly recovers, companies are taking a conservative approach toward employee compensation and keeping a lid on salary increase budgets, according to survey results from compensation consultancy Pearl Meyer & Partners and WorldatWork. Participants in the on-line poll also said they are increasing their use of performance-driven pay programs.
Only one in three employers in the United Kingdom has a clearly defined written pay strategy as part of its long-term business plan, according to a new survey by HR Magazine (UK) and WorldatWork, the global association of total rewards professionals. This is a startling finding given that at least 50% of an organization's revenue is spent on employees' salaries.
A new WorldatWork study, Survey on Workplace Flexibility, reveals that U.S. employers offer four types of telework (many offer more than one kind of telework program at a time): Ad hoc telework (meet a repair person, care for a sick child, etc) = 83%, Telework on a regular monthly basis (at least one day per month but not full time) = 58%, Telework on a regular weekly basis (at least one day per week but not full time) = 57%, Full-time telework (every regularly scheduled workday) = 37%
A new WorldatWork study, Survey on Workplace Flexibility, provides an inside look at employersÂ’ views on flexibility. The study was designed to gauge the impact of flexibility programs on employee attraction, motivation and retention and also examine the manner in which these programs are managed. The study revealed that while a vast majority (98%) of U.S. employers offer at least one workplace flexibility program, most (nearly 60%) use an informal approach, i.e., no written policies or forms, up to manager discretion, etc., and four out of 10 say flexibility is culturally embedded. The study found that a stronger culture of flexibility is correlated with a lower voluntary turnover rate.
WorldatWork has been invited to be a technical partner of the Winmark Strategic HR Network, a UK-based professional network of human resources directors from large corporations, global professional services organizations and government departments.
WorldatWork has announced the names of the volunteer leaders for its 2012 Board of Directors and those of its affiliate organization, the WorldatWork Society of Certified Professionals.
Honored with national award for employee program that shows results
December 21, 2011 – Scottsdale, Ariz.–WorldatWork is one of nine U.S. organizations honored with the first award for excellence in workplace financial education that recognizes innovative programs teaching employees how to make better personal financial decisions.
Anjali Nair of Bangalore, India, is the 55th recipient of a WorldatWork HR certification scholarship. The WorldatWork scholarship program was launched in January 2010 to help HR practitioners obtain designations as Certified Compensation Professionals, Certified Benefits Professionals, Global Remuneration Professionals or Work-Life Certified Professionals.
Kathie Lingle, executive director of WorldatWork’s Alliance for Work-Life Progress (AWLP), received an award from “When Work Works” in a ceremony held Nov. 9 in Washington, D.C., during the Work-Life Focus conference organized by the Society for Human Resource Management and Families and Work Institute.
WorldatWork Society of Certified Professionals® announced today that 28 human resource professionals have successfully completed their education and certification under the WorldatWork HR certification scholarship program.
WorldatWork announced it has formed a strategic alliance with The New Zealand Remuneration Network Inc. (RemNet), a not-for-profit member organization based in Auckland, NZ.
WorldatWork announced it has formed a strategic alliance with e-reward.co.uk, a web-based research and information service covering reward issues of the day.
Award from WorldatWork Names Local Association of the Year
WorldatWork recently announced the recipient of its Local Network 2010 Local Association of the Year Award. In its second year, the Local Association of the Year Award honors the one compensation, benefits and total rewards group in the WorldatWork Local Network for its outstanding support of the profession in the local community and partnership with WorldatWork.
WorldatWork, a global human resources association, has announced it will continue its scholarship program for HR professionals around the world. The program was launched in January 2010 to help HR practitioners obtain designations as Certified Compensation Professionals, Certified Benefits Professionals, Global Remuneration Professionals or Work-Life Certified Professionals.
WorldatWork's Alliance for Work-Life Progress (AWLP), an entity that defines and recognizes innovation, best practices and work-life thought leadership, recently announced the recipients of the AWLP Work-Life Rising Star Recognition Award.
WorldatWork’s Alliance
for Work-Life Progress (AWLP), an entity that defines and recognizes innovation,
best practices and work-life thought leadership,
recently announced the recipients of the AWLP Work-Life Rising
Star Recognition Award. Now in its fifth year, the AWLP Work-Life
Rising Star Award recognizes stellar individuals who exhibit a combination of
professional and personal attributes that demonstrate emerging leadership and
growing contributions to the work-life community. The recipients will be
acknowledged publicly at an awards ceremony (to be held May 24) during the annual
WorldatWork Total Rewards Conference & Exhibition in San Diego, Calif.
WorldatWork, the total rewards association, has awarded certification scholarships to four more deserving HR professionals. Scholars will receive a package that waives fees for WorldatWork e-learning certification preparation courses and exams as well as Premier Membership for 12 months.
WorldatWork, a not-for-profit human resources association with offices in Washington, D.C., and Scottsdale, AZ, has announced its newly elected 2011 Board of Directors.
WorldatWork has submitted comments to the U.S. Securities and Exchange Commission (SEC) in response to the proposed regulations of the Dodd-Frank Wall Street Reform and Consumer Protection Act, specifically the Shareholder Approval of Executive Compensation and Golden Parachute Compensation proposed rule [Federal Register Volume 75, Number 208 (October 18, 2010)].
President Obama has issued a statement expressing his administration's support of advancing work-life effectiveness across the country. In the statement issued by the White House on October 25, 2010, the President stated that "National Work and Family Month serves as a reminder to all of us, especially working caregivers, their families, and their employers, that while we have made great strides as a nation to adopt more flexible policies in the workplace, there's more we can do."
WorldatWork and AWLP Lead Month-Long Campaign to Promote Work-Life Effectiveness in Both Private and Public Sectors
As worker stress and burnout reaches an all-time high and employee productivity hits a plateau, private- and public-sector organizations around the country should take stock of their workplaces and identify areas in which employees are most in need of help.
Implementation of Patient Protection and Affordable Care Act may create complications for both consumers and employers
October 20, 2011 - WASHINGTON - WorldatWork submitted a letter responding to a request for comments on a proposed rule pertaining to the Summary of Benefits and Coverage (SBC) and the Uniform Glossary as outlined in the Patient Protection and Affordable Care Act (PPACA).
Survey Shows Interest in Revising Rules about Benefit Plan Notification
WorldatWork responded to a U.S. Department of Labor request for information regarding whether the federal government should revise its rules on electronic delivery of employee benefit plan information – and, if so, how.
WorldatWork, the total rewards association based in Scottsdale, Ariz., with members and customers in more than 100 countries including Japan, issued this statement on the recent devastation.
WorldatWork and its work-life entity, Alliance for Work-Life Progress (AWLP), commend the Department of Labor and the Obama Administration for their sustained focus on encouraging workplace flexibility practices among employers. Work-life programs have been shown to reduce turnover, increase employee engagement, and positively impact a business's bottom line. The Department's encouragement of dialogue among organizations is an important step in empowering employers to think creatively about workplace flexibility programs they can offer their employees. Work-life balance is a key issue in the ongoing debate about how to most effectively integrate work and family responsibilities, and WorldatWork applauds the Department for its ongoing attention to this issue of importance to working families.
WorldatWork congratulates the Society for Human Resource Management (SHRM) and Families and Work Institute (FWI) for forging a partnership to advance the way businesses view and adopt flexible workplace practices.
The Alliance for Work-Life Progress (AWLP) at WorldatWork applauds the White House for hosting a Forum on Workplace Flexibility (March 31). Integral to the WorldatWork Total Rewards model, work-life and workplace flexibility are important initiatives for attracting and retaining employees.
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