Module Code: |
H7RWM |
Long Title
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Reward Management
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Title
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Reward Management
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Module Level: |
LEVEL 7 |
EQF Level: |
6 |
EHEA Level: |
First Cycle |
Module Coordinator: |
CAITRIONA HUGHES |
Module Author: |
DESMOND GARGAN |
Departments: |
School of Business
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Specifications of the qualifications and experience required of staff |
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Learning Outcomes |
On successful completion of this module the learner will be able to: |
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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 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).
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No recommendations listed |
Co-requisite Modules
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No Co-requisite modules listed |
Entry requirements |
As per programme requirements (outlined in 4.2.2 Minimum requirements for general learning)
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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
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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
Factors affecting pay levels (Benchmarking, Economy, Competitors, National Wage Agreements, Company Branding)
Pay forecasting and cost considerations
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Rewarding and recognising performance and merit
Motivation and Reward
Engagement and Organizational Commitment
Role of Reward in The Psychological Contract
Job Evaluation Schemes
Equal Pay
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
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Rewarding special groups
Recognition Schemes
Profit Sharing
Share Schemes
Benefits e.g., Health Insurance
Employee value proposition
International Reward - Paying Ex-Patriates
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Employee benefits
Introduction to Pension Schemes- Private Pension Scheme and State Pensions
Flexible Benefits Packages
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The practice of reward management
Emerging Issues in the role of managers in managing reward
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Assessment Breakdown | % |
Coursework | 100.00% |
AssessmentsFull 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 |
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Assessment Type: |
Continuous Assessment |
% of total: |
100 |
Assessment Date: |
n/a |
Outcome addressed: |
1,2,3,4,5,6 |
Non-Marked: |
No |
Assessment Description: Assignment consists of a work-based project requiring students to undertake a piece of independent, guided research within the field of Reward Management. Students will be assessed on the basis of a 3,500 word report.
The assignment brief will be issued to learners at the start of the module. |
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No End of Module Assessment |
Reassessment Requirement |
Coursework Only
This module is reassessed solely on the basis of re-submitted coursework. There is no repeat written examination.
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Reassessment Description Students will be given feedback and required to re-submit the assignment or complete a new assignment as appropriate.
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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 |
32 |
Per Semester |
2.67 |
Directed Learning |
Directed e-learning |
6 |
Per Semester |
0.50 |
Independent Learning |
Independent learning |
212 |
Per Semester |
17.67 |
Total Weekly Contact Hours |
3.17 |
Module Resources
Recommended Book Resources |
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Armstrong, M. (2019), Armstrong's Handbook of Reward Management Practice, 6th Edition. Kogan Page, UK.
| Supplementary Book Resources |
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Rose, M.. (2018), Reward management: a practical introduction, 2nd ed. CIPD Kogan Page, London.
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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.
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Perkins, S.J. and Jones, S.E. (2020), Reward management: alternatives, consequences and contexts, 4th ed. CIPD Kogan Page, London.
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Beardwell J., Thomson., A. (2014), Human Resource Management, 7th edition. Prentice Hall.
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Fisher, J. (2015), Strategic Reward and Recognition, Kogan Page.
| This module does not have any article/paper resources |
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Other Resources |
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[Journal], 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.
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[Journal], Brink, S. and Myhr, M.E. (2014)
Assessing competitive pay for executives
in a global labor market.
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[Journal], Benefits and Compensation International.
Vol 44, No 1, July/August. pp15-18.
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[Journal], Brown, D. (2014) The future of reward
management: from total reward strategies
to smart rewards.
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[Journal], Compensation and Benefits Review. Vol
46, No 3, May/June. pp147-151. Calnan,
M.M. (2015) Uncovering total reward.
Employee Benefits. June. pp42- 43.
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[Journal], 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.
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[Journal], 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.
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[Journal], Godar, P. and Frey, R. (2014) 4 ways to
transform your rewards
strategy. Workspan. Vol 57, No 7, July.
pp44-47.
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[Journal], Johnson, P., McMullen, T. and Royal, M.
(2015) Job evaluation: relevant, robust
and reimagined. Workspan. Vol 58, No 9,
September. pp26-30, 32.
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[Website], http://www.cipd.co.uk.
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[Website], http://www.towerswatson.com/en-IE.
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