Performance and Reward

Performance and RewardElective Unit: MSc/PG Diploma in Human Resource Management

Performance and RewardUnit Leader - Dr Ben LuptonUnit Tutors - Professor Carol Atkinson - Dr Ben Lupton

Taught in Term 2 - January to March (10 weeks) two two-hour sessions per week and two full days (refer to the programme timetable for details)

Unit SummaryOutlineThe unit provides comprehensive coverage of the key strategic activities of managing performance and reward. You will apply theoretical frameworks to evaluate contemporary practice in both area.

AssessmentThere will be two written assignments (each 3000 words), one on the performance half of the syllabus, one on the reward half

Approach to teaching and learningWe will combineTutor-led inputStudent-centred learningSelf-directed learningIn workshop sessions, tutors will deliver theoretical inputs and provide opportunities for you to apply to these to real life situations and problemsYou will undertake independent study and complete assignmentsIn combination, these activities will provide opportunities to give you formative and summative feedback

PerformanceKey issues that organisations are grappling with:How to use HR practice to improve the bottom line and how to demonstrate thisHow to set meaningful objectives that will both direct and motivate employeesHow to develop cultures that promote learning and engagementHow to review performance in a supportive wayHow to manage performance across international boundaries and cultures

The SyllabusThe HR/performance link including human capital measurementPerformance management frameworksSetting and reviewing performance expectationsPerformance management and individual/organisational developmentManaging underperformanceDesigning and implementing performance management systemsComparative performance management

RewardSome contemporary issues for businesses and societyShould people be paid on the basis of the job that they do, or on the basis of how well they do it?What is wrong, if anything, with bankers (and other executives) receiving huge and ever-increasing salaries and bonuses?Is it a good idea for people to receive a share of the profits of the company they work for?Why are men (still!) paid on average- considerably more than women?What are the consequences for organisation for getting their reward decisions wrong?

What well coverThe answer to the last question indicates that reward management is of crucial importance to organisations success so well look at the a various ways in which reward systems can be designed to support organisations strategiesWell also look at the different types of reward and the role that they play. Not all of the rewards in organisations are money/pay!We will also look at the issue of reward in its social context those issues around bankers bonuses, low pay, pay inequality demand it!

The syllabusThe context for reward social, economic, politicalTrends in rewardThe theoretical basis for reward psychological, economic, justice-related .Setting base-levels of pay, job evaluationIncentives Benefits and PensionsEquality and Justice in RewardReward in an International Context

So, come and join us!The unit offers a chance to become expert in these two important and related area of HR practiceAnd offers the opportunity to examine and debate some interesting and topical issues in work and society