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Learning Methods
Classroom
A traditional classroom couples on-site learning with the added value of face-to-face interaction with instructors and peers. With courses and exams scheduled worldwide, you will be sure to find a class near you.
Interaction
Highly Interactive
On-going interaction with instructor throughout the entire classroom event
Interaction with peers/professionals via face-to-face
Components (May Include)
Onsite
On-site instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available two weeks prior to the course start date; printed course materials ship directly to the event location
Duration
One + Days
Varies by course ranging from one to multiple days
Technical Needs
Specific requirements are clearly noted on the course page
Virtual Classroom
Ideal for those who appreciate live education instruction, but looking to save on travel. A virtual classroom affords you many of the same learning benefits as traditional–all from the convenience of your office.
Interaction
Highly Interactive
On-going interaction with instructor throughout the entire virtual classroom event
Interaction with peers/professionals via online environment
Components (May Include)
Live online instructor-led delivery of course modules, discussions, exercises, case studies, and application opportunities
Supplemental learning elements such as: audio/video files, tools and templates, articles and/or white papers
E-course materials available up to one week prior to the course start date. Recorded playback and supplemental materials available up to seven days after the live event.
Duration
Varies by course ranging from one to multiple sessions
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
Phone line access
E-Learning
A self-paced, online learning experience that allows you to study any time of day. Course material is pre-recorded by an instructor and you have the flexibility to view content modules as desired.
Interaction
Independent Learning
Components (May Include)
Pre-Recorded
Pre-recorded course modules
Supplemental learning elements such as: audio/video files, online quizzes
E-course materials start on the day of purchase
Optional purchased print material ships within 7 business days
Duration
120 Days - Anytime
120-day access starts on the day of purchase
Direct access to all components
Technical Needs
Adobe Flash Player
Acrobat Reader
Computer with sound capability and high-speed internet access
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Contact Sponsor
E-Reward
Online
Paul Thompson
Phone: 1 44 01614322584
Contact by Email | Website
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WORKSPAN
CAREER CONFIDANT |

A Blog, Business Smarts and a Sense of Curiosity


d3_05-2020_ANN_BARESAnn Bares is the managing partner of Altura Consulting Group, which provides compensation consulting and survey administration services to a wide range of organizations. She is also the founder and editor of Compensation Café, a blog by and for reward professionals.

What is the No. 1 career assist you received?

A: For me, I’d say that this was the serendipitous decision to start a blog about compensation, at the urging of a friend who had begun blogging herself. I started with a personal blog called Compensation Force in 2006, when human resources blogs were a relatively new thing and the HR blogging community was small. In 2009, I launched Compensation Café, a group blog with a team of writers. Blogging has been an incredible professional development tool for me. I discovered that by putting my ideas out in the public sphere, there’s a good chance they will catch the attention of smarter people who can share their own take, challenge my assumptions or simply let me know (hopefully with tact) that I’ve completely missed the boat. Blogging introduced me to many great people and brought career and business opportunities that I’m sure I would never have found otherwise. The blogging space is very different than it was when I began — less renegade, more corporate — but now there are many platforms for sharing ideas. It may not be for everyone, but sharing your experience and expertise, in the spirit of collaboration and humility (and not as a “sales” effort), can bring many benefits and opportunities your way.

What key career advice would you give to others?

A: Cultivate a sense of curiosity and put it to work by trying to understand your organization, its customers, the value it seeks to bring into the world (whether charitable or for-profit) and the different roles that people play in making that happen successfully. Work in the rewards field is a lot more fun, and delivers a lot more value, when programs and practices are created by professionals who are interested in and enjoy learning about the businesses andjobs they support.

What is something HR can’t live without?

A: Business smarts and some level of financial acumen. My undergraduate degree was in the social sciences but when the time came for grad school, I went the MBA route. A business degree not only provides some basic grounding in disciplines like accounting, economics, marketing and business strategy, it can also help your credibility in the eyes of your colleagues in these functional areas. 

What are two out-of-the-ordinary skills every rewards professional needs?

A: Communication and implementation. We often underestimate the level of communication and implementation support that is necessary for our programs to succeed. Often, this is because we are more comfortable in the arenas of analysis and plan design, and when applying our technical skills. We invest our time and energy in these areas and then short-change the communication and implementation steps. Communication goes beyond the ability to write an email or prepare and deliver a PowerPoint presentation. Implementation is more  than just an information dissemination exercise. We often overlook or ignore the obstacles to gaining acceptance and to changing behavior
that we know are out there. Rewards professionals who want their programs to have real impact need to learn about the different tools and skills necessary to change attitudes and behavior, from holding focus groups and delivering training to creating feedback loops and chartering advisory committees.