This page is for the academic year 2021-22. The current handbook year is 2022-23
Department: Management and Marketing
Employee Reward Strategy
||Not available in 2021/22
||N2P109J Management (commencing in January) (suspended for 21/22)
||N2P209J Management (Finance) (commencing in January) (suspended for 21/22)
- Organisational Behaviour (BUSI4V8JN)
Excluded Combination of Modules
- The aim of this module is to provide an in-depth treatment of the key concepts and controversies in the design and implementation of employee reward systems. The module emphasises the critical evaluation of current practice, drawing on theoretical frameworks from organisational behaviour, human resource management and economics.
- Rewards and motivation; the social, legal and economic context; the importance of equity, fairness, consistency, and transparency
- Reward management philosophies and strategies
- Determining the relative worth of jobs/roles
- Determining the market rate
- Designing and implementing pay structures
- Variable pay for performance: individual, group and company-level
- Paying for skills, competencies, and flexibility
- Employee benefits, pensions and non-financial rewards
- Executive renumeration
- International reward management
- Evaluating reward management
- An advanced understanding of the main factors to be taken into account in the design and implementation of employee rewards policies in pursuit of organisational objectives in various contexts;
- An advanced understanding of the key recent debates and developments in the management of employee reward;
- An advanced understanding of the rationale and outcomes of variable and competency/skills-based reward systems;
- A critical appreciation of the importance of ethical and equal opportunities issues in reward management;
- Further developed their understanding of the contribution of reward management to the strategic management of organisations, and its role in the internationalisation of business.
- Developed their ability to apply the techniques of reward management, including job evaluation, in the solution of management problems;
- Developed their ability to analyse the impact of reward management policies, formulate recommendations, and provide advice on the development of policy and practice;
- Developed their ability to evaluate practitioner-oriented reports and publications from both academic and practitioner perspectives.
- By the end of the module, students should have:
- Further developed their critical thinking, problem-solving, and written and oral communications skills.
Modes of Teaching, Learning and Assessment and how these contribute to
the learning outcomes of the module
- Learning outcomes will be achieved through a combination of lectures and seminars, involving the use of case studies, videos, individual and group exercises, discussions, oral presentations, and guided reading.
- Formative and summative assessments will involve the critical analysis of case materials, and the communication of the analysis and findings in written (formative and summative assessment) and oral (formative assessment only) forms. Seminars and the formative assessment will involve an element of team working.
Teaching Methods and Learning Hours
||1 per week
||1 per fortnight
|Preparation, Reading, Data Collection and Independent Study
|Component: Individual assignment
||Component Weighting: 100%
||Length / duration
|Individual written assignment
Formative assessment will involve the critical analysis of case materials, linked to a seminar presentation. This will involve an element of team working. Students will receive verbal formative feedback as a group.
■ Attendance at all activities marked with this symbol will be monitored. Students who fail to attend these activities, or to complete the summative or formative assessment specified above, will be subject to the procedures defined in the University's General Regulation V, and may be required to leave the University