Module Code: H7RP
Long Title Reward and Performance
Title Reward and Performance
Module Level: LEVEL 7
EQF Level: 6
EHEA Level: First Cycle
Credits: 10
Module Coordinator: EDITH RACHEL DOHERTY
Module Author: Andrea Del Campo Dugova
Departments: School of Business
Specifications of the qualifications and experience required of staff  
Learning Outcomes
On successful completion of this module the learner will be able to:
# Learning Outcome Description
LO1 Demonstrate an understanding of the impact of reward approaches and packages.
LO2 Examine different types of reward and their usefulness in context
LO3 Analyse the role of people professionals in supporting line managers to make performance and reward decisions
LO4 Examine retention and attrition strategies
LO5 Make recommendations on how to improve reward strategies.
LO6 Develop insights from benchmarking data to inform reward approaches.
Dependencies
Module Recommendations

This is prior learning (or a practical skill) that is required before enrolment on this module. While the prior learning is expressed as named NCI module(s) it also allows for learning (in another module or modules) which is equivalent to the learning specified in the named module(s).
No recommendations listed
Co-requisite Modules
No Co-requisite modules listed
Entry requirements  
 

Module Content & Assessment

Indicative Content
Impact of Reward Strategies.
Defining reward: concepts and theories Business case and evidence for and against reward policies Executive Remuneration Ethical considerations: defining ‘value’ of contribution.
Development of Reward Packages and Benefit Types.
Base/Contingent/Bonus/Total: pay and reward systems Pension types and contemporary developments in pensions such as auto-enrollment Flexible Benefits Job Evaluation Market Analysis Pay progression
Retention
Introduction to Retention Strategies Attrition calculations Total Rewards Non-financial rewards that aid retention Matching rewards to employees values
Management of Reward.
Role of HR and Line Managers in supporting reward strategies Role of the Trades Unions in pay determination Financial participation schemes International Reward Practices
Managing Performance.
Organisational behaviour and motivational approaches Strategic and structural approaches and impacts on performance Goal setting Appropriate use of assessment scales Performance Improvement planning: individual Vs team Use of Performance Improvement Plans (PIPs) High Performance Culture
Benchmarking and Data Analysis.
National Culture: Effect on Reward decisions Data Sources and Analysis Evaluation of Reward: fairness and internal equity
Assessment Breakdown%
Coursework100.00%

Assessments

Part Time

Coursework
Assessment Type: Written Project % of total: 60
Assessment Date: n/a Outcome addressed: 1,2,3,4,5,6
Non-Marked: No
Assessment Description:
Learners will reflect on the reward strategy in their own organisations and make recommendations for improvement. They will also need to provide an approximate cost of their proposed improvement and suggest an actionable plan to implement or change the reward and performance strategies in their own organisations.
Assessment Type: Practical % of total: 40
Assessment Date: n/a Outcome addressed: 1,2,3,4,5,6
Non-Marked: No
Assessment Description:
Interactive Oral Presentations: Learners in teams of two, will be required to present the case ‘for’ and the case ‘against’ reward issues as allocated by the lecturer. (e.g. ‘Contingent pay is an effective way to link effort to reward,’ ‘performance appraisal is the best way to improve productivity, ’bonus schemes do not add anything to the organisation’s financial metrics’ ) Each team (for or against) has 4 minutes to cover the topic (no slides allowed). They will then be allowed a further 2 minutes per team to respond to the points raised.
No End of Module Assessment
No Workplace Assessment
Reassessment Requirement
Repeat failed items
The student must repeat any item failed

NCIRL reserves the right to alter the nature and timings of assessment

 

Module Workload

Module Target Workload Hours 0 Hours
Workload: Part Time
Workload Type Workload Description Hours Frequency Average Weekly Learner Workload
Lecture Classroom and demonstrations 35 Per Semester 2.92
Independent Learning Time Independent learning 215 Per Semester 17.92
Total Weekly Contact Hours 2.92
 

Module Resources

Recommended Book Resources
  • Armstrong, M. and Brown, D.. (2019), Armstrong’s handbook of reward management practice: improving performance through reward., 6th Ed. London: Kogan Page.
  • Armstrong, M. and Taylor, S.. (2020), Armstrong’s handbook of human resource management practice., 15th Ed. London: Kogan Page..
  • Carbery, Ronan; Cross, Christine. (2019), Human resource management Basingstoke: Palgrave Macmillan.
  • Perkins, S.J. and Jones, S.E.. (2020), Reward management: alternatives, consequences and contexts., 4th Ed. London: CIPD Kogan Page.
  • Rose, M.. (2018), Reward management: a practical introduction., 2nd Ed. London: CIPD Kogan Page..
  • Perkins, Stephen J., Ed.. (2018), The Routledge companion to reward management, London: Routledge.
  • Taylor, S. and Woodhams, C. (eds). (2016), Human resource management: people and organisations., 2nd Ed. London: CIPD Kogan Page..
Supplementary Book Resources
  • Armstrong, M. and Brown, D.. (2017), Job evaluation versus market pricing: competing or combining methods of pay determination? Compensation and Benefits Review. Vol 49, No 3, June. pp153-160..
  • Brink, S. and Myhr, M.E.. (2014), Assessing competitive pay for executives in a global labor market. Benefits and Compensation International. Vol 44, No 1, July/August., p.15-18..
  • Brown, D.. (2014), The future of reward management: from total reward strategies to smart rewards. Compensation and Benefits Review. Vol 46, No 3, May/June. pp147-151..
  • Calnan, M.M.. (2015), Uncovering total reward. Employee Benefits. June. pp42- 43. Farrand, L. (2016) Put the scores up on the board: a total reward strategy will enable employees to see the full value of their package. Employee Benefits. May. pp18-19..
  • Giancola, F.. (2014), What the research says about the effects of open pay policies on employees’ pay satisfaction and job performance. Compensation and Benefits Review. Vol 46, No 3, May/June. pp161- 168..
  • Godar, P. and Frey, R.. (2014), 4 ways to transform your rewards strategy. Workspan. Vol 57, No 7, July. pp44-47..
  • Johnson, P., McMullen, T. and Royal, M.. (2015), Job evaluation: relevant, robust and reimagined. Workspan. Vol 58, No 9, September. pp26-30, 32..
  • Jones, M., Makepeace, G. and Wass, V.. (2018), The UK gender pay gap 1997– 2015: what Is the role of the public sector? Industrial Relations. Vol. 57 No 2, April. pp296-319. Available at: https://onlinelibrary.wiley.com/doi/10.1111/i rel.12208.
  • Kropp, B. and Dunn, M.. (2014), Total rewards: integration in six steps. Workspan. Vol 57, No 9, September. pp54-58..
  • Kuczmarski, S. and Kuczmarski, T.. (2019), How rewards fuel or fail innovation. Strategic HR Review. Vol 18, No 1. pp8- 12..
  • Landry, A.T., Forest, J. and Zigarmi, D.. (2017), The carrot or the stick? investigating the functional meaning of cash rewards and their motivational power according to self-determination theory. Compensation and Benefits Review. Vol 49, No 1, January. pp9-25..
  • Lardner, S.. (2015), Effective reward encourages effective engagement. Strategic HR Review. Vol 14, No 4. pp131- 134..
  • Ogbonnaya, C., Daniels, K. and Nielsen, K.. (2017), Does contingent pay encourage positive employee attitudes and intensify work? Human Resource Management Journal. Vol 27, No 1, January. pp94-112..
  • Paton, N.. (2014), Is total reward dead? Employee Benefits. December. pp26-27..
  • Shaw, J.D. and Gupta, N.. (2015), Let the evidence speak again! Financial incentives are more effective that we thought. Human Resource Management Journal. Vol 25, No 3, July. pp281-293..
  • Slutsky, S.. (2015), 4 ways to truly pay for performance. Workspan. Vol 58, No 2, February. pp50-55..
  • (2015), UK women still suffer a gender pay gap after 45 years. Workplace Report. No 135, May. pp18-19..
This module does not have any article/paper resources
Other Resources
  • [Website], https://peopleprofession.cipd.org/learni ng.
  • [Website], Human Resources Available at: www.hrmagazine.co.uk/.
  • [Website], People Management Available at: www.peoplemanagement.co.uk.
  • [Website], Personnel Today Available at: www.personneltoday.com.
  • [Website], www.cipd.co.uk.
Discussion Note: