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Associate Diploma in People Management
5HR03 – Reward for performance and contribution
This unit focuses on the business factors that influence reward policies, as well as the financial drivers of the organisation and the impact of reward costs. It explores the role of people practice, and how it can help managers make professional reward judgements. It also looks at the impact of rewarding performance.
CIPD Insight factsheets:
Home International is a furniture manufacturer and online retailer. The organisation is a family-owned business that was started over 30 years ago, and currently employs 175 people on full-time or part-time contracts in the UK. They have offices based in Oxford, Munich, Santa Cruz, Suez, and Kuala Lumpur. The organisation is growing and reaching a wider market due to the growth of online furniture shopping.
The organisation has grown during the pandemic, as clients have decided to invest in their homes. More and more people are changing their habits and purchasing sustainable products, which is seen as a positive, because Home International specialise in this area.
However, the business is currently in the process of reviewing all its policies, as Brexit means there have been several changes to rules regarding importing and exporting. This review includes people management processes in areas such as performance and reward. The objective is to cut costs, improve profits and reduce turnover. 1.1 Evaluate the principles of reward and its importance to organisational culture and performance management.
Each office has a factory where the furniture is made and distributed on a global scale. Recently, the organisation has seen a higher turnover among the factory operatives who are aged 18 – 32 years old, whereas the office employees stick around for longer, and have an age range from 48 to 68 years old.
You have been tasked to provide the following:
Task One: Presentation to key stakeholders
The HR director has asked you to create a presentation which will be delivered to the key stakeholders in the business. This presentation will focus on the approaches to reward and the role people professionals play in supporting line managers when developing reward packages. This presentation will also link in methods of performance management to support line management decisions. You will need to include research around the area of reward and performance management and link in business examples to support your research and show further depth.
This presentation will need to be created in PowerPoint and have accompanying notes pages to expand on ideas and concepts.
Your presentation notes pages must include:
Your evidence must consist of:
A presentation with supporting notes of approximately 2000 words (+ or – 10%)
Task Two: Briefing paper to inform future reward approaches at home international
For this task you are required to create a briefing paper which will be used to inform future decisions around Home International’s approaches to rewards. This document must summarise the research you have carried out around rewards, which will then allow you to create your own reward policy for the organisation.
You will need to gather research for this task which will provide the context for the different environments for reward, what should be included in a reward policy, and the legal requirements, these will help you create and develop your own package.
Your briefing paper must include:
A briefing paper of approximately 1600 words (+ or – 10%)
Assessment criteria evidence checklist
Use this as a checklist to make sure that you have included the required evidence to meet the task. Please enter the evidence title and where it can be referred to. An example has been provided for you.
Task 1 – Presentation
Evidence Reference (filename)
You must add in the name of the file you have used.
Evaluate the principles of reward and its importance to organisational culture and performance management.
Explain how policy initiatives and practices are implemented.
Explain how people and organisational performance can impact on the approach to reward.
Compare the different types of benefits offered by organisations and the merits of each.
Assess the contribution of extrinsic and intrinsic rewards to improving employee contribution and sustained organisational performance.
Assess different approaches to performance management.
Review the role of people practice in supporting line managers to make consistent and appropriate reward judgements.
Explain how line managers make reward judgements based on organisational approaches to reward.
General asnwer for your assistance:
Reward principles play a crucial role in shaping an organization`s culture and are integral to effective performance management. Let`s evaluate these principles and their significance:
Equity and Fairness:
Transparency and Communication:
Inclusivity and Diversity:
Total Rewards Approach:
In summary, the principles of reward are vital for shaping organizational culture and driving performance management. When implemented effectively, they create a culture of fairness, motivation, and accountability, leading to improved employee engagement, retention, and overall organizational success. However, it`s essential to remember that reward systems must be aligned with an organization`s values and objectives to be truly effective
Task 2 – Briefing Paper
Assess the business context of the reward environment.
Evaluate the most appropriate ways in which benchmarking data can be gathered and measured to develop insight.
Develop organisational reward packages and approaches based on insight.
Explain the legislative requirements that impact reward practice.
Assessment criteria marking descriptors: 5HR03 – Reward for performance and contribution
Assessors will mark in line with the following assessment criteria (AC) marking descriptors, and will indicate where the learner sits within the marking band range for each AC.
Assessors must provide a mark from 1 to 4 for each assessment criteria within the unit. Assessors should use the mark descriptor grid as guidance so they can provide comprehensive feedback that is developmental to leaners. Please be aware that not all mark descriptors will be present in every assessment criterion, so the assessor must use their discretion when grading.
The grid below shows the range for each unit assessment results based on total number of marks awarded across all assessment criteria.
To pass the unit assessment learners must achieve a 2 (Low Pass) or above for each of the assessment criteria.
The overall result achieved will dictate the outcome the learner receives for the unit, provided NONE of the assessment criteria have been failed or referred.
Please note that learners will receive a Pass or Fail result from the CIPD at unit level. Referral grades can be used internally by the centre
Insufficient demonstration of knowledge, understanding or skills (as appropriate) required to meet the AC.
Insufficient examples included, where required, to support answers.
Presentation and structure of assignment is not appropriate and does not meet the assessment brief. 1.1 Evaluate the principles of reward and its importance to organisational culture and performance management.
Demonstrate an acceptable level of knowledge, understanding or skills (as appropriate) required to meet the AC.
Sufficient and acceptable examples included, where required, to support answers.
Required format adopted but some improvement required to the structure and presentation of the assignment.
Answers are acceptable but could be clearer in responding to the task and presented in a more coherent way.
Demonstrates good knowledge, understanding or skills (as appropriate) required to meet the AC.
Includes confident use of examples, where required, to support each answer.
Presentation and structure of assignment is appropriate for the assessment brief.
Answers are clear and well expressed.
Demonstrates a wide range of confident level of knowledge, understanding or skill (as appropriate).
Includes strong examples that illustrate the point being made, that link and support the answer well.
Answers are applied to the case organisation or an alternative organisation.
Answers are clear, concise and well argued, directly respond to what has been asked.
The presentation of the assignment is well structured, coherent and focusses on the need of the questions.
Includes clear evidence of the use of references to wider reading to help inform answer. 5HR03 – Reward for performance and contribution
5HR03 Reward for performance and contribution
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