LO1 Understand effective reward strategies and policy frameworks
7HR03 Strategic Reward Management
Learner Assessment Brief
Level 7 Advanced Diploma in
Strategic People Management
Strategic Reward Management
The unit focuses on the role of strategic reward in attracting, motivating and retaining people at work in order to direct the actions and behaviours of individuals, teams and the organisation towards the achievement of organisational goals. Different financial and non-financial benefits will be applicable depending on the organisational context, but these must always be fair and equitable. The unit contains the elements required to design, introduce, manage and evaluate effective and fair reward strategies and how the associated policies and practices link and impact on other people practices.
Strategic Reward and Total Reward
Strategic reward takes a long-term approach to how an organisation’s reward policies and practices can balance and support the needs of both the organisation and its employees. The concept of `total` reward covers all aspects of work that people value, both tangible and intangible, and may form part of an overall reward strategy.
This factsheet explores the various aspects of designing and developing a reward strategy, from rationale to implementation and gives guidance on the principles to consider. It introduces the various characteristics of total reward (including the elements they may include), before looking at the approaches available, and the advantages and drawbacks of total reward.
Reward strategy concerns the design and implementation of reward policies and practices to support and advance organisational objectives. Here you’ll find information on strategic, total, international and executive reward, market pricing and job evaluation, how to get the most value out of rewards, reward management, pay, and risks.
In your assignments at Level 7 you will be required to achieve the following:
1) Systematic understanding of knowledge and techniques, and a critical awareness of problems and/or new insights in the field of study and area of professional practice.
2) Originality in the application of knowledge relating to practical issues.
3) Ability to make decisions about complex issues, both systematically and creatively, and justify your judgements in the absence of complete data.
4) Ability to show self-direction and insight in tackling and solving problems, and in planning and implementing tasks at a professional level.
5) Clarity and confidence in communicating conclusions which can influence both specialist and non-specialist audiences.
6) Demonstrate insight in tackling and solving problems, and in planning and implementing tasks at a professional level.
7) Critical reflection and a passion for learning to advance your own knowledge and understanding through independent learning and the development of new skills at a high level.
8) Consistent and professional standard of presentation.
Preparation for the Tasks:
Refer to the indicative content in the unit to guide and support your evidence.
Ensure that the evidence generated for this assessment remains your own work.
You will also benefit from:
Reflecting on your own experiences of learning opportunities and training and continuing professional development.
Reading the CIPD Insight, Fact Sheets and related online material on these topics
You should relate academic concepts, theories, and professional practice to the assessment task(s), in a critical and informed way, and with reference to key texts, articles and other publications.
Don’t forget to:
Complete the front cover sheet, sign with a “wet signature” and place at the front of your assessment.
Use the bullet points below each task as headings and sub-headings so your marker can see where your answer begins.
Task 1 – Report
Understand effective reward strategies and policy frameworks
Understand the value of a ‘total rewards’ approach
Understand pay structures and approaches to establishing pay levels
You have been asked to produce a report to the board of directors which investigates current practice at your own organisation or one with which you are familiar with. The report should investigate, detail and justify (with reference to research and good HR practice)
a series of recommended changes.
Your paper should be 3,000 words in length and should be professionally written. You report should cover the following:
the importance of aligning the reward framework to the wider organisational context and strategy Discuss
the impact of organisational reward strategies to attract, motivate and retain talent. Critically evaluate
the significance of a total rewards approach, including monetary and non- monetary incentives Critically evaluate
the advantages and disadvantages to your chosen organisation of using incremental pay scales Analyse
the benefits and challenges of using performance appraisal to guide pay progression decisions Assess
Your report should be
and well-referenced, using both academic papers/books and professional publications. All your key points of analysis and your recommendations should be persuasively justified using sources to support your views. concise
Your evidence must consist of:
Task 2 – Response to Information Request
Understand the importance of organisational approaches to compliant and ethical reward practice
A request for information has come in from a member of your team. They wish to understand the importance of compliant and ethical reward practice and what approaches the organisation can take. You are required to produce a document that can be shared freely amongst internal members of staff.
must include the following:
Critically discuss the key legal requirements relating to pay and reward and the implications of non-compliance.
Explain the merits and impact of transparency and fairness in approaches to reward.
The document should be easy to follow, laid out professionally using a contents page, headings and page numbers.
Your document should be well-referenced, using both academic papers/books and professional publications. All your key points of analysis and your recommendations should be persuasively justified.
Your evidence must consist of:
Response to Information Request (1,000 words)
You will receive either a
Pass, Merit, Distinction or Refer/Fail result at unit level.
The grid below shows the range of results you could achieve based on total number of marks awarded across all assessment criteria. LO1: Understand effective reward strategies and policy frameworks
To pass the unit assessment you must achieve a 2 (Low Pass) or above
for each of the assessment criteria. Discuss the importance of aligning the reward framework to the wider organisational context and strategy
The overall result achieved will dictate the outcome you receive for the unit, provided
NONE of the assessment criteria have been failed or referred.
You will either receive a Pass, Merit, Distinction or Refer/Fail from the CIPD once the work has been moderated.
0 to 7
Refer / Fail
8 or 9
10 to 13
14 to 16
Level 7 Advanced Diploma
Generic grade descriptors for Level 7 assessments
Generic grade descriptors
Fails to address all the questions either sufficiently fully or directly.
An adequate attempt to address all the questions fully and directly.
A good attempt to address all the questions relatively well and directly.
An excellent attempt to address all the questions very well and directly.
Depth & breadth of understanding
Inadequate knowledge and understanding in respect of one or more of the questions.
Limited depth and breadth of analysis.
Adequate knowledge and understanding across the questions. Satisfactory breadth and depth of analysis.
Full and solid knowledge and understanding across all the questions. Good breadth and depth of analysis. LO1: Understand effective reward strategies and policy frameworks
Very full knowledge and understanding across all the questions. Excellent breadth and depth of analysis.
Strategic application & professional advice
Fails to provide appropriate or well-justified advice and/or recommendations. Lacks a strategic approach.
Provides adequately justified advice and informed recommendations Some strategic application.
Provides solid and thoughtful advice and well-informed recommendations. Clearly strategic in orientation.
Provides excellent advice and very well-informed recommendations. Strategically oriented in all respects.
Research & wider reading
Limited original research and/or appropriate wider reading for the assignment. Limited or no referencing.
Evidence of sufficient research and appropriate wider reading for the assignment. Satisfactory in-text referencing.
Evidence of significant research and thoughtful, appropriate wider reading for the assignment. A good standard of in-text referencing.
Evidence of considerable research and excellent, appropriate wider reading for the assignment. An excellent standard of in-text referencing
Persuasiveness & originality
Limited development of persuasive and original arguments. Inadequate use of examples.
Discuss the importance of aligning the reward framework to the wider organisational context and strategy
An adequate attempt to develop original arguments and to justify these persuasively. Includes appropriate examples.
Some strong original arguments are presented which are mainly justified persuasively. Good use of examples.
Mostly strong original arguments are presented and justified very persuasively.
Excellent use of examples.
Presentation & language
An inadequate standard of presentation or language. The assignment is poorly written and/or poorly structured. It is not at the level required for a management presentation.
A solid standard of presentation and use of language. The structure and ideas are satisfactory for a management presentation.
A strong and professional standard of presentation and use of language. The structure and ideas are well crafted for a management presentation.
An outstanding standard of presentation and use of language. The structure and ideas are very well crafted for a management presentation.
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