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Exam Number : T1-GR1
Exam Name : Total Rewards Management Exam
Vendor Name : Worldatwork
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Knowing what is required for an effective total rewards strategy will set you apart as a human resources professional. In this course- you will learn how to design and implement a total rewards program that meets your organizations specific needs and includes an ideal mix of rewards across the six rewards elements:
- Compensation
- Benefits
- Work-Life Effectiveness
- Recognition
- Performance Management
- Talent Development

Designed for new HR professionals- HR generalists and line managers- this course will empower you with the basic skills and knowledge to create a successful total rewards strategy for your organization. While developed to be an introduction to the total rewards system- the content goes beyond the basics to cover more advanced courses such as aligning total rewards with your organizations culture- HR goals and business strategy.

Introduction to Total Rewards
Learn about the evolution of HR rewards; the total rewards model- strategy and approach; and drivers and elements of total rewards strategy.

Compensation Discover the factors influencing compensation. Learn about base pay structure and design as well as differential pay and variable pay.

Learn what influences benefits and about income protection for benefits and pay for time not worked programs.

Work-Life Effectiveness
Learn the basics of work-life effectiveness- the work-life professional and work-life portfolio.

Learn about the value of recognition programs and how to use them to drive results along with the different types of recognition plans and programs.

Performance Management
Gain knowledge about performance management and learn about pay for performance- principles of merit pay programs- base pay investment and merit increase guidelines.

Talent Development
Discover the role of talent development in total rewards and learn about the types of talent development opportunities and how to measure their effectiveness.

Total Rewards Pulling it All Together
Finish with a review of the total rewards system- process and design considerations to ensure you walk away with the knowledge to design and implement a total rewards program tailor-made for your organization and that communicates the value of total rewards.

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The 5 Questions You need to Ask all the way through Your Job Interview | T1-GR1 Practice Questions and actual Questions

"Do you have got any questions for me?" The reply may still all the time be "sure."


As a profession train, I accept as true with interview prep to be one of the most essential activities I interact in with my clients. I’m all the time protecting my ear to the ground, soliciting updates on the existing interview practices and techniques, and particularly the questions that are most commonly coming up in interviews. 

I try to use this column always to share some of my options for acing one of the vital most crucial interview questions, and there is one query I at all times spend overtime on with my valued clientele that I consider will surprise you. 

“Do you have any questions?”

See what I did there? The thing is, it’s not at all times pretty much having the right solutions; having the right questions will also be equally vital. 

I additionally consider it’s so important to bear in mind that, while you are the one being interviewed, the procedure is additionally about making bound not simply that you're a great healthy for the job, however that the job is a pretty good fit for you. 

So listed below are 5 of probably the most critical questions remember to be asking all over a job interview. 

1) What, if any, are your plans for transitioning from faraway to in grownup work?

the manner that you phrase questions of this nature will doubtless fluctuate drastically according to the unique instances of your interview. nonetheless, i wished to tackle it here, because I consider it’s critical to have clarity on your expectations when it involves a far flung or in-grownup place.

As workplaces reopen and they begin to see the “new normal” of office lifestyle, many questions about the way forward for remote work, hybrid models and in-adult office journey are being raised. 

closing month, Anthony Klotz, an associate professor of management at Texas A&M, created a huge quantity of buzz when he anticipated the arrival of the “fantastic resignation.” Klotz argues that groups are going to must prepare for the resignation of many personnel participants as laborers are anticipated to come to the workplace, or to move back to pre-pandemic hours and work-lifestyles imbalances.

Now, I need to admit that this phrase has a dramatic aptitude; although, I believe that Klotz became pointing to a very important truth that many laborers are feeling frustrated after a tricky year transitioning to faraway work and navigating new expectations and obligations, the typical stress of the pandemic and the fight to discover a stability of their new work-from-home lives. 

As plenty as enterprise leaders and places of work are struggling to navigate the return to work, so too are workers left in doubt and with divided opinions about how they wish to proceed with returning to work in adult.

A exact Stanford look at found an excellent range of opinions among workers about how a lot, if at all, they were prepared to come to work.

Of respondents, the median indicated that many would like to return to work two days per week. despite the fact, 20% indicated that they under no circumstances are looking to return to in-grownup work, whereas on the different aspect of the spectrum, 25% would want to return to work full time.

This facts indicated that while they could be moving toward a time when in-grownup work is once once more protected, it'll on no account be devoid of issues and suits-and-starts guidelines that attempt to address the huge range of opinions on far off vs. in-grownup work.

For all these explanations, I think when you are making use of for a far off role, or for a remote role with in-grownup percentages, it is terribly essential to set up clarity on how this might also evolve over time.

the first step is to check what you're comfortable with, and what your highest quality steadiness on your work lifestyles might seem like. when you are confident that you simply recognize the way you would like to proceed in a brand new work environment, be sure to fully take the probability in an interview to get as plenty readability as feasible about how the company can also proceed with plans to flow from remote to in-person or hybrid mannequin work cases.

2) How would you describe the corporate culture right here?

As many have transitioned to faraway work, and likely businesses have given up their offices thoroughly, one may be forgiven for asking, are company and office culture really so vital anymore?

To take note the value of corporate subculture during this “new typical” of labor, they ought to analyze what has changed for workers due to the fact many transitioned to far off work. 

Covid-19 has been a big pressure on laborers. In December 2020, a study found that seventy six% of U.S. people have been experiencing burnout at work. Who can blame them? Many newly far flung people have viewed their hours increase and their work-existence balance slip. a different study from December 2020 discovered that 70% of employees who transitioned to far off work were now engaged on weekends, and 45% cited that they were inserting in more hours than earlier than. 

And it be now not just longer hours that have pressured workers, this has in fact been an arduous time emotionally. Of workers who admitted to experiencing burnout, 57% acknowledged that issues about Covid-19 contributed to their burnout at work.

smartly, with the expectation of lengthy hours of monitor time and improved burnout, and with out some of the normal perks of pre-pandemic work culture, i'd argue that workplace culture is extra essential than ever! 

To take that additional, I feel that with so plenty exchange to how they do company over the remaining 12 months, company culture is without doubt one of the largest components you should accept as true with when weighing the possibility of a new place—and an interview is a very good time to do some truth and opinion finding to assist you make an advised determination. 

Amid a time of such profound change, many essential company leaders are taking a hard examine a way to invest in company lifestyle in an increasingly remote world of work. along with getting readability on how your potential business enterprise plans to address reopening and far off vs. in-adult work, I consider it’s tremendous critical for you to take any opportunity inside your interview to profit perception about how a corporation is coping with these alterations and continuing to put money into a match and productive work way of life. 

records shows that forty three% of employees who left a job indicate that company subculture turned into a riding force for them to provide up. if you believe that 30% of employees have left a job within the first 90 days, you need to consider carefully about the way you will healthy into the future of an organization’s work tradition.

in case you’re a little sheepish about asking this form of aspect directly, here are a few methods you might possibly be in a position to get a way of a corporation's work culture:

  • “How have your employees responded to the alterations of the previous 12 months? What are they lacking most about their pre-pandemic work culture?”
  • “Of course, a lot has modified during the past 12 months in work subculture. might you share some things that have developed, and things that have stayed constant in how your staff interacts and collaborates?”
  • “i like listening to success studies from the past 12 months. What are many ways that your employees have made the best of a tough circumstance?”
  • 3) What does success appear to be in this position?

    i really like this question, because I consider that it regularly comes as a shock to recruiters or hiring managers, and it helps them associate hiring you with results.

    I feel that asking this query will not only provide you readability on the function, however will also exhibit a few of your top-quality characteristics to the person with whom you're interviewing.

    First off: confidence. Most americans in the interview room (or, this present day, the Zoom name) should be making an attempt their hardest to monitor that they have the abilities and journey for the job. through asking the way you might be triumphant at the role, you’re displaying that you're outcomes driven, and able to tackle any challenges presented in the new role. 

    however self assurance will simplest serve you smartly when coupled with humility. A survey discovered that seventy two% of HR experts found “over-confidence” to be the largest personality turn-off in a candidate. 

    In asking what “success” would seem like in the function to which you're making use of, you display that you're assured in your potential and adventure to take on the function, but that you're coming near it with the intention of researching. You show that you've got the humility to take cues and to treat your new function as an opportunity for growth.

    ultimately, asking this question shows that you're considering one step ahead. Most individuals in an interview won’t be considering a good deal past the hope of getting a suggestion. showing that you've got a forward-considering mind-set it really is firmly planted sooner or later goals on your prospective place will reveal an interviewer that you just’re no longer just able to get rolling on day one, however definitely you're already planning for the way you can be successful for your new place. 

    listed here are some alternative ways you can ask this query to show that you're able to study and meet any challenges:

  • “If I had been hired for this function, what will be the most crucial goals in the first six months?”
  • “What would I deserve to learn about this job on day one?”
  • “What are some ways that I could enrich upon progress made through the grownup who in the past held this position?”
  • “If I have been to be capable of go above and past in this function, what benchmarks could i am hoping to achieve within the first year?”
  • 4) Has the business added any components to help team of workers navigate the challenges of the previous yr?

    I believe that how a company helps its workforce says a whole lot in regards to the company, and this should be some thing you take note of when for the reason that a potential organisation. 

    actually the past 12 months has given organizations abundant alternatives to show their commitment to assisting group of workers. Many groups have invested in non-average advantages so as to buffer one of the crucial challenging consequences of the previous year on staff members. 

    A look at found that all the way through the pandemic, 27% of agencies invested in some type of non-normal merits, including child care advice, or some variety of bendy work arrangements. moreover, 32% of workplaces elevated aid for employee mental health.

    When for the reason that possible “high-quality resignation” eventualities, the agencies that have displayed a willingness to go to bat for body of workers will now not only be improved places to work, they're additionally most likely greater more likely to climate the arrival storm, as workers annoyed by means of lack of support may are trying to find different opportunities. 

    aid and materials don’t necessarily should be explicitly directed toward the wants of particular person staff members on my own. Following a 12 months of deeply challenging racial strife and bitterly divided partisan politics, many employees are finding solace in affinity organizations, also known as business supplies organizations, or employee resources corporations.

    ERGs can be a fine region for team of workers individuals who share a standard racial, ethnic or gender id, sexual orientation or even repute as parents. if you're somebody who values such group spaces in a work ambiance, it is neatly price asking during your interview no matter if the enterprise offers elements for such corporations. 

    5) i might love to hear somewhat extra about your historical past, and the way you got here to be part of this corporation.

    Let’s face it, most americans want to discuss themselves. commonly, if you’ve reached the “any questions?” portion of an interview, you’ve spent loads of time talking about yourself. however be aware that, at its core, an interview should still be a dialog.

    So why now not make house for the interviewer to share a bit bit about themselves. This query isn’t essentially gathering critical advice about your potential function or employer, it’s additionally about showcasing your communication advantage and connecting greater deeply with the interviewer. 

    A CareerBuilder analyze found that seventy one% of HR managers cost emotional intelligence over IQ. So why no longer take the probability to display that you're someone who is open, solicits others opinions, and is a great listener. 

    once you’ve given your interviewer an opportunity to share a bit about themselves, make certain that you categorical your gratitude. “thank you so a great deal for sharing that,” will go a long manner, and is certain to leave your interview on a great note. 

    while these are some valuable and productive inquiries to elevate with you into your interview, the reality is that there aren't any correct or incorrect questions. The critical aspect is always that you are prepared to engage with your interviewer in a method that gives the surest impression possible, and that you just believe empowered to accumulate the assistance you need to make an recommended determination. 

    As dangerous as you need the job, trust me, they need you too! So take a deep breath and bear in mind a second for those who felt most assured, and prepare to ace your interview.

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