Training Package

4 Total Reward

🎬 Contains Videos

Build practical understanding of reward management and total reward by exploring how organisations use financial and non-financial rewards to attract, retain, motivate and engage employees. You’ll learn what total reward means beyond salary, including base pay, variable pay, benefits, pensions, recognition, career development, learning, wellbeing support, flexible working and meaningful job design. The course examines how reward connects to motivation, performance and employee experience, with a focus on fairness, equity and the balance between intrinsic and extrinsic motivation. You’ll also consider how different groups may value rewards differently and how to tailor reward packages while maintaining consistency. Through the lens of ethical and transparent reward practices, you’ll see how pay and communication choices can support trust and the psychological contract. The course further introduces international and executive reward considerations, including market rates, legal requirements, cultural expectations and governance concerns—helping you apply reward principles confidently and develop a clear communication plan for total reward.

£3.00 per learner

Learning outcomes

By completing this package, learners can:

Define key terms and concepts of reward management and total reward, and list the main aims (attraction, retention, motivation, engagement, fairness, alignment with business strategy)
Explain how direct financial, indirect financial and non-financial rewards differ and summarise why total reward is more than base pay
Apply models of motivation and the psychological contract to show how reward elements influence employee motivation and experience
Analyse the relationships between reward, performance and employee experience using outcomes such as retention rates, engagement scores and productivity
Evaluate risks and benefits of financial incentives versus non-financial rewards and judge appropriate reward mixes for different employee groups
Design a differentiated total reward package for a specified workforce segment that maintains fairness and consistency, justifying choices with reference to equity, legal requirements and organisational strategy
Assess ethical and transparency issues in reward strategy (eg. pay gaps, executive remuneration and communication practices) and propose measures to improve fairness and stakeholder trust
Develop recommendations for adapting reward approaches to international contexts, accounting for local market rates, legal obligations, expatriate arrangements and cultural expectations
Create a brief communication plan that clearly conveys the total reward

What’s included

A deployable SCORM package with practical learning content, ready for your LMS.

How it works

Add access, upload the package to your LMS, and pay per learner who uses it.

Who it’s for

Organisations deploying flexible workplace learning through an LMS.