Reward for Performance and Contribution
| Module title | Reward for Performance and Contribution |
|---|---|
| Module code | BEM1045DA |
| Academic year | 2023/4 |
| Credits | 15 |
| Module staff | Professor Lisa Grover (Convenor) |
| Duration: Term | 1 | 2 | 3 |
|---|---|---|---|
| Duration: Weeks | 10 |
| Number students taking module (anticipated) | 30 |
|---|
Module description
This unit focuses on how internal and external business factors influence reward strategies and policies, the financial drivers of the organisation and the impact of reward costs and rewarding performance.
Module aims - intentions of the module
You will learn about the principles of reward and its importance to culture and performance management and how policies and practices are implemented. You will explain how contingent rewards impact individual, team and organisation performance, and the different types of benefits and recognition schemes offered by organisations. You will evaluate the most appropriate ways in which data can be gathered and measured to develop insight from benchmarking data. Additionally, you will explain legislative requirements that impact reward practice.
Intended Learning Outcomes (ILOs)
ILO: Module-specific skills
On successfully completing the module you will be able to...
ILO: Discipline-specific skills
On successfully completing the module you will be able to...
ILO: Personal and key skills
On successfully completing the module you will be able to...
Syllabus plan
- Introduction to module including key terms and assessment criteria.
- Evaluation of the principles of reward and its importance to organisational culture and performance management.
- Explaining how policy initiatives and practices are implemented.
- Exploring how people and organisational performance can impact on the approach to reward.
- Comparison of the different types of benefits offered by organisations and the merits of each.
- Assessment of the contribution of extrinsic and intrinsic rewards to improving employee contribution and sustained organisational performance.
- Assessment of the business context of the reward environment.
- Evaluation of the most appropriate ways in which benchmarking data can be gathered and measured to develop insight.
- How to develop organisational reward packages and approaches based on insight.
- Examining the legislative requirements that impact reward practice.
- Assessment of the different approaches to performance management.
- A review of the role of people practices in supporting line managers to make consistent and appropriate reward judgements.
- Exploring how line managers make reward judgements based on organisational approaches to reward.
Learning activities and teaching methods (given in hours of study time)
| Scheduled Learning and Teaching Activities | Guided independent study | Placement / study abroad |
|---|---|---|
| 36 | 90 | 0 |
Details of learning activities and teaching methods
| Category | Hours of study time | Description |
|---|---|---|
| Scheduled teaching and learning activity | 36 | 2 masterclass days and 4 webinars |
| Guided independent study | 60 | Reading, research, web based activities on ELE |
Formative assessment
| Form of assessment | Size of the assessment (eg length / duration) | ILOs assessed | Feedback method |
|---|---|---|---|
| Answer sheet plan | 1000 words | 1-5 | Written via ELE |
Summative assessment (% of credit)
| Coursework | Written exams | Practical exams |
|---|---|---|
| 100 | 0 | 0 |
Details of summative assessment
| Form of assessment | % of credit | Size of the assessment (eg length / duration) | ILOs assessed | Feedback method |
|---|---|---|---|---|
| Report based on a given scenario | 100 | 4900 | 1-5 | written |
Details of re-assessment (where required by referral or deferral)
| Original form of assessment | Form of re-assessment | ILOs re-assessed | Timescale for re-assessment |
|---|---|---|---|
| As per original: | 4900 words | 1-5 | 6 weeks |
Re-assessment notes
Deferral – if you have been deferred for any assessment you will be expected to submit the relevant assessment. The mark given for a re-assessment taken as a result of deferral will not be capped and will be treated as it would be if it were your first attempt at the assessment.
?
Referral – if you have failed the module overall (i.e. a final overall module mark of less than 40%) you will be expected to submit the relevant assessment. The mark given for a re-assessment taken as a result of referral will be capped at 40%
Indicative learning resources - Basic reading
Basic reading:
Taylor, S. and Woodhams, C. (eds). (2022) Studying human resource management. 3rd ed. London: CIPD Kogan Page.
Armstrong, M. and Brown, D. (2019) Armstrong’s handbook of reward management practice: improving performance through reward. 6th ed. London: Kogan Page.
Rose, M. (2022) Reward management: a practical introduction. 3rd. London: CIPD Kogan Page.
Web-based and electronic resources:
www.cipd.co.uk Website of the Chartered Institute of Personnel and Development (CIPD), Knowledge Hub.
Other resources:
Exeter University Electronic Learning Environment (ELE)
| Credit value | 15 |
|---|---|
| Module ECTS | 7.5 |
| Module pre-requisites | None |
| Module co-requisites | None |
| NQF level (module) | 4 |
| Available as distance learning? | Yes |
| Origin date | 17/03/2023 |
