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    Authors: Kulikowski, Konrad1 (AUTHOR), Sedlak, Piotr2 (AUTHOR)

    Source: Current Psychology. Feb2020, Vol. 39 Issue 1, p343-353. 11p. 2 Charts.

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    Published 2013
    Call Number: Located:
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    Government Document Online Book
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    Description: Organizations spend significant money each year on total rewards to attract, motivate and retain employees. Yet, when employees are unaware of the programs, employers fail to see the full return on their investment. This can be solved by communication. Leveraging the strength of a total rewards package through effective communication is one of the most important challenges for the HR professional. With this book, readers are given a starting point to understand the factors that need to be considered when communicating total rewards, including: The total rewards model and how to communicate it in your organization. Strategies for effective communication. An eight-step process for communication. Special considerations in communicating total rewards elements. How to brand, manage and measure your communication. This book is designed for all compensation, benefits and total rewards professionals looking to effectively communicate their total rewards package to attract, motivate and retain employees to achieve business goals.

    Resource Type: eBook.

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    Authors: Perrault, Evan K.1 (AUTHOR), Hildenbrand, Grace M.1 (AUTHOR), Rnoh, Rachel HeeJoon1 (AUTHOR)

    Source: Compensation & Benefits Review. Jan2020, Vol. 52 Issue 1, p8-18. 11p.

    Abstract: While worksite wellness programs are generally designed to help employees realize better overall health, some employees may not see them in that light. The current study sought to better understand why employees refuse to participate in a new employer-sponsored wellness program. This study also investigated how participation in the program is related to employees' self-perceived health, efficacy to be healthier and their perceptions toward their organization providing useful resources to engage in a healthy lifestyle. A survey of more than 1,500 employees at a large Midwest organization was conducted after their annual open-enrollment period. Open-ended responses from participants refusing to participate in the wellness program (n = 297) indicated privacy considerations as their primary concern. They also thought participation would take too much time, conceptually thought the program was unfair or not useful and felt they were already healthy and not in need of the program. Both participants and nonparticipants had no differences in self-perceived overall health. However, participants had greater self-efficacy, and perceptions that their employer offered useful resources to engage in a healthy lifestyle, than nonparticipants. Recommendations for communicating new wellness programs to employees are discussed. [ABSTRACT FROM AUTHOR]

    : Copyright of Compensation & Benefits Review is the property of Sage Publications Inc. and its content may not be copied or emailed to multiple sites or posted to a listserv without the copyright holder's express written permission. However, users may print, download, or email articles for individual use. This abstract may be abridged. No warranty is given about the accuracy of the copy. Users should refer to the original published version of the material for the full abstract. (Copyright applies to all Abstracts.)

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    by Kurtzberg, Terri R.
    Published 2011
    Call Number: Located:
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    Online Book
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