Module Code: H7PRM
Long Title Performance and Reward Management
Title Performance and Reward Management
Module Level: LEVEL 7
EQF Level: 6
EHEA Level: First Cycle
Credits: 10
Module Coordinator: Pauline Kelly Phelan
Module Author: CAITRIONA HUGHES
Departments: School of Business
Specifications of the qualifications and experience required of staff

Level 9 or equivalent qualification plus management experience preferably in the human resource management area.  
Learning Outcomes
On successful completion of this module the learner will be able to:
# Learning Outcome Description
LO1 Develop a knowledge of the range of benefits and remuneration that can be employed to attract, motivate and retain key groups of employees
LO2 Analyse and evaluate the different forms of reward and performance management and their application in different organisational contexts
LO3 Examine the principles and practice of evidence-based decision making in reward management with regard to the key customers/stakeholders in the organisation
LO4 Develop an evidence-based approach to reward management for an organisation that has considered the financial and operational implications.
LO5 Evaluate Total Reward and how it can be applied to organisations
LO6 Undertake a piece of independent, guided research, investigating a topic within the field of Reward Management and HRM.
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

As per programme requirements (outlined in 4.2.2 Minimum requirements for general learning)  
 

Module Content & Assessment

Indicative Content
An Introduction to Reward Management
What is meant by Reward Management  The concept of Total Reward   Financial and non-financial rewards  Strategic Reward  Reward strategy & aligning reward with the business goals
Base pay management
Develop and Implement Reward Strategy and Reward Policies  Develop policies and processes to ensure fairness, equity and consistency in reward  Minimum Wage and National Living Wage  Develop Grade and Pay Structures Job Evaluation   Equal Pay Factors affecting pay levels (Benchmarking, Economy, Competitors, Company Branding)   Pay forecasting and cost considerations
Performance Management
Performance Appraisals Performance Management as a process for managing work and performance Management by objectives 360-degree feedback The link between performance management and performance related pay Challenges with performance management and performance related pay
Rewarding and recognising performance and merit
Motivation and Reward  Engagement and Organizational Commitment  Role of Reward in The Psychological Contract  Performance Management and Reward  Performance related pay  Organisational Performance Linked to Pay and Balanced Scorecards  Individual Pay Schemes, Bonus Schemes, Team Pay  Pay Bargaining/Collective Bargaining  Role of Unions
Rewarding special groups
Recognition Schemes  Paying Senior Managers/Executive Pay Paying Sales People  International Reward - Paying Ex-Patriates
Employee benefits
Introduction to Pension Schemes- Private Pension Scheme, PRSAs and State Pensions  Flexible Benefits Packages
The practice of reward management
Emerging Issues in the role of managers in managing reward
Assessment Breakdown%
Coursework100.00%

Assessments

Full Time

Coursework
Assessment Type: Formative Assessment % of total: Non-Marked
Assessment Date: n/a Outcome addressed: 1,2,3,4,5,6
Non-Marked: Yes
Assessment Description:
Formative assessment will be included by the provision of class case studies and short questions. Feedback will be provided individually or as a group.
Assessment Type: Continuous Assessment % of total: 100
Assessment Date: n/a Outcome addressed: 1,2,3,4,5,6
Non-Marked: No
Assessment Description:
Learners will be set an essay on the key topics in reward management and performance. Essay should be between 2,500 to 3,000 words in length. Assessment may be based on a case study and will be required to use references from academic books and articles as appropriate. The assignment brief will be issued to learners at the start of the module.
No End of Module Assessment
No Workplace Assessment
Reassessment Requirement
Coursework Only
This module is reassessed solely on the basis of re-submitted coursework. There is no repeat written examination.
Reassessment Description
Learners will be given feedback and required to re-submit the assignment or complete a new assignment as appropriate. 

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

 

Module Workload

Module Target Workload Hours 0 Hours
Workload: Full Time
Workload Type Workload Description Hours Frequency Average Weekly Learner Workload
Lecture Classroom and demonstrations 24 Per Semester 2.00
Tutorial Mentoring and small-group tutoring 12 Per Semester 1.00
Independent Learning Independent learning 89 Per Semester 7.42
Total Weekly Contact Hours 3.00
 

Module Resources

Recommended Book Resources
  • Armstrong, M. (2019), Armstrong's Handbook of Reward Management Practice, 6th Edition. Kogan Page, U.K.
  • Perkins, S.J. and Jones, S.E. (2020), Reward management: alternatives, consequences and contexts, 4th ed. CIPD Kogan Page, London.
Supplementary Book Resources
  • Rose, M. (2018), Reward management: a practical introduction, 2nd ed. CIPD Kogan Page, London.
  • Armstrong, M. and Cummins, A. (2011), The reward management toolkit: a step-by-step guide to designing and delivering pay and benefits, Kogan Page, London.
  • Perkins, S., White, G. (2011), Employee Reward, Alternatives, Consequences and Context, CIPD.
  • Corby S., Palmer S., Lindop E. (2009), Rethinking Reward, Palgrave Macmillan Basingstoke.
  • Beardwell J., Thomson., A. (2014), Human Resource Management, 7th edition. Prentice Hall.
  • Fisher, J. (2015), Strategic Reward and Recognition, Kogan Page.
  • Armstrong M., and Cummins A. (2011), The Reward Management Toolkit A step-by-step guide to designing and delivering pay and benefits, Kogan Page.
  • Armstrong M. (2012), ‘Armstrong’s Handbook of Reward Management Practice, Improving Performance Through Reward’, 4th Edition. Kogan Page, Great Britain.
Supplementary Article/Paper 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. pp15-18.
  • 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.
Other Resources
  • [Website], http://www.cipd.co.uk.
  • [Website], http://www.towerswatson.com/en-IE.
Discussion Note: