Description
• Approximately 3900 words in total, refer to CIPD word count policy.
Draft
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Summative
Complete the first part of the table below and sign the declaration on the next page.
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Assessment Submission (1st Attempt)
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Assessment Submission (2nd Attempt)
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Assessment Submission (3rd Attempt)
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534
Declaration By Learner (student to complete):
I can confirm that:
1. this assessment is all my own work.
2. where I have used materials from other sources, they have been properly
acknowledged and referenced.
3. I have not used Artificial Intelligence tools to generate content for my assessment.
I understand the consequences of malpractice and accept that any violation of this
agreement may result in disciplinary action.
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*This should be the date on which you submit your assessment
5HR03 5
Assessment
Walkthrough
Level
Associate
Diploma
Reward for Performance and Contribution
5CO03
Frequently Asked Questions
Learning Outcome
3
Guidance
session
Aim of this session
Walkthrough session to guide you through learning
outcome 3.
Overview of each question/assessment criteria in learning
outcome 3.
Learning Outcome 3
AC 3.1
AC: Assess the business context of the reward environment.
Q: Assess the business context of the reward environment.
• Consider the business context of the reward environment.
• You could discuss industrial trends, regional differences, etc.
• Ensure you are considering positives and negatives and giving a judgement.
AC 3.2
AC: Evaluate the most appropriate ways in which benchmarking data can be gathered and
measured to develop insight.
Q: Evaluate the most appropriate ways in which benchmarking data can be gathered and measured to
develop insight.
• Include a minimum of two benchmarking methods.
• Ensure you are considering advantages and disadvantages and forming an overall
judgement.
• Support your evaluation with Harvard referencing.
AC 3.3
AC: Explain approaches to job evaluation.
Q: Explain approaches to job evaluation.
• You should include a minimum of two approaches to job evaluation.
• You could consider formal/informal approaches and analytical/non-analytical approaches.
AC 3.4
AC: Explain the legislative requirements that impact reward practice.
Q: Explain the legislative requirements that impact reward practice.
• Consider specific legislation that impacts reward.
• Include at least two pieces of legislation.
• Explain how each affects reward practice.
End
5HR03 5
Assessment
Walkthrough
Level
Associate
Diploma
Reward for Performance and Contribution
5CO03
Frequently Asked Questions
Learning Outcome
2
Guidance
session
Aim of this session
Walkthrough session to guide you through learning
outcome 2.
Overview of each question/assessment criteria in learning
outcome 2.
Learning Outcome 2
AC 2.1
AC: Explain the differences between types of grade and pay structures.
Q: Explain the differences between types of grade and pay structures.
• Choose at least two grade and pay structures.
• Give a brief explanation of each.
• Explain the differences between the grade and pay structures you have chosen.
• Relate your answer to GreenFriendlyEco.
AC 2.2
AC: Explain how contingent rewards can impact individual, team and organisational
performance.
Q: Explain how contingent rewards can impact individual, team and organisational performance.
• Choose at least two contingent rewards and explain each.
• Give a clear explanation of how each can impact individual, team and organisational
performance.
• Support your answer with Harvard referencing and relate your answer to the case study
organisation.
AC 2.3
AC: Explain the merits of different types of benefits offered by organisations.
Q: Explain the merits of different types of benefits offered by organisations.
• Include a minimum of two benefits.
• Explain the merits of each benefits you have discussed.
• Relate your answer to the case study organisation.
AC 2.4
AC: Explain the merits of different types of recognition schemes offered by organisations.
Q: Explain the merits of different types of recognition schemes offered by organisations.
• Choose at least two recognition schemes.
• You should consider the merits/advantages of each.
End
5HR03 5
Assessment
Walkthrough
Level
Associate
Diploma
5CO03
Frequently
Asked
Questions
Reward for
Performance
and Contribution
Guidance session
Learning Outcome 1
Aim of this session
Walkthrough session to guide you through learning
outcome 1.
Overview of each question/assessment criteria in learning
outcome 1.
Learning Outcome 1
AC 1.1
AC: Explain the principles of reward and its importance to organisational culture and
performance management.
Q: Explain the principles of reward and its importance to organisational culture and performance
management.
• Explain various principles of reward.
• Ensure you link your answer to organisational culture and performance management.
• Support your answer with Harvard referencing and relate it to the case study organisation.
AC 1.2
AC: Assess the contribution of extrinsic and intrinsic rewards to improving employee
contribution and sustained organisational performance.
Q: Assess the contribution of extrinsic and intrinsic rewards to improving employee contribution and
sustained organisational performance.
• Explain extrinsic and intrinsic reward.
• You should approach each concept separately.
• Ensure you are considering advantages and disadvantages.
• Relate your answer to the case study organisation.
End
5HR03
Reward for performance and
contribution
Learner Assessment Brief
Assessment ID / CIPD_5HR03_24_01
Level 5 Associate Diploma in
•
People Management
Level 5 Associate Diploma
5HR03
Reward for performance
and contribution
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
performances.
CIPD’s insight
Strategic reward and total reward (February 2024)
‘Strategic reward’ takes a long-term approach to how an organisation’s reward policies and
practices balance and support the needs of both the organisation and its employees. The concept
of ‘total reward’ covers the tangible and intangible aspects of work that people value and may
form part of a reward strategy.
Performance management
Performance management is about creating a culture which encourages the continuous
improvement of individuals’ skills, behaviours and contributions to the organisation. It’s a key part
of the relationship between staff and managers. Views on how it should be carried out to the
benefit of employees and the business have changed in recent years. Here you’ll find resources on
managing performance, appraisal and reviews, feedback and using competency frameworks.
Making reward more accessible and performance management fairer (January 2022)
Making reward more accessible and performance management fairer
How can technology be used to allow better access to pay and a fairer assessment of employee
performance and potential?
Please note that the purpose of this insight is to link you to CIPD’s research and evidence within the subject
area, so that you can engage with the latest thinking. It is not provided to replace the study required as
part of the learning or as formative assessment material.
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Level 5 Associate Diploma
Preparation for the Tasks:
•
Refer to the indicative content in the unit to guide and support your evidence.
•
Pay attention to how your evidence is presented.
•
Ensure that the evidence generated for this assessment remains your own work.
You will also benefit from:
•
Completing and acting on draft feedback from your assessor.
•
Reflecting on your own experiences of learning opportunities and continuous professional
development.
•
Reading the CIPD Insight, Fact Sheets and related online material on these topics as well as
key research authors on the subject.
3
Level 5 Associate Diploma
Scenario
GreenFriendlyEco is a medium sized private sector organisation that manufactures eco-friendly
thermal insulation in the UK. The Managing Director (MD), who started the company in the mid1970s has set up a meeting with you to discuss concerns regarding increased turnover of skilled
and non-skilled employees.
During the meeting you are made aware that there is no incentive scheme in operation and there is
an expected level of performance broadly related to the notion of measured day work. Standard
times exist and are maintained by the Finance and Administration Department.
Most employees receive 28 days paid holidays per year. All employees are included in the noncontributory pension scheme however, it’s generally known that special schemes operate for senior
staff only.
The MD is aware that the overall culture and performance of the company is quite negative and
that it’s time to look at offering forms of reward incentives, benefits and recognition to stimulate
positive change.
In your capacity as a reward specialist practitioner, he asks you to put together a report for the
senior management team that will give them knowledge and understanding of the principles and
components of reward and pay, including how these might influence organisational, psychological
and cultural factors. In addition, he would also like them to gain an understanding of job
evaluation and market rates.
Report
To complete the report, you should include written responses to each of the 10 points below,
making appropriate use of academic literature, legislation, surveys, data intelligence, research
and good practical examples to substantiate your response and illustrate key points. Please
ensure that you use reputable sources as indicated on the unit reading list and that all cited
sources are correctly acknowledged and presented in full in a bibliography at the end of your
report.
With reference to the above scenario:
1) Explain the principles of reward and its importance to organisational culture and
performance management. (AC 1.1)
2) Assess the contribution of extrinsic and intrinsic rewards to improving employee
contribution and sustained organisational performance. (AC 1.2)
3) Explain the differences between types of grade and pay structures. (AC 2.1)
4) Explain how contingent rewards can impact individual, team and organisational
performance. (AC 2.2)
5) Explain the merits of different types of benefits offered by organisations. (AC 2.3)
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Level 5 Associate Diploma
6) Explain the merits of different types of recognition schemes offered by organisations. (AC
2.4)
7) Assess the business context of the reward environment. (AC 3.1)
8) Evaluate the most appropriate ways in which benchmarking data can be gathered and
measured to develop insight. (AC 3.2)
9) Explain approaches to job evaluation. (AC 3.3)
10) Explain the legislative requirements that impact reward practice. (AC 3.4)
Your evidence must consist of:
•
A report, referring to the above scenario, with written responses to each of the 10
instructions above.
•
Approximately 3900 words in total, refer to CIPD word count policy.
5
Level 5 Associate Diploma
Assessment Criteria Evidence Checklist
You may find the following checklist helpful to make sure that you have included the required
evidence to meet the task. This is not a mandatory requirement as long as it is clear in your
submission where the assessment criteria have been met.
Task 1 – Report Section One
Evidenced
Y/N
Assessment criteria
1.1
Explain the principles of reward and
its importance to organisational
culture and performance
management.
1.2
Assess the contribution of extrinsic
and intrinsic rewards to improving
employee contribution and sustained
organisational performance.
2.1
Explain differences between types of
grade and pay structures.
2.2
Explain how contingent rewards can
impact individual, team and
organisational performance.
2.3
Explain the merits of different types
of benefits offered by organisations.
2.4
Explain the merits of different types
of recognition schemes offered by
organisations.
3.1
Assess the business context of the
reward environment.
3.2
Evaluate the most appropriate ways in
which benchmarking data can be
gathered and measured to develop
insight.
3.3
Explain approaches to job evaluation.
3.4
Explain the legislative requirements
that impact reward practice
6
Evidence reference
Level 5 Associate Diploma
5HR03
Reward for performance and
contribution
Assessment Criteria marking descriptors.
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 for learners. Please be aware that not all the mark descriptors will be present in
every assessment criterion, so assessors must use their discretion in making grading decisions.
The grid below shows the range for each unit assessment result 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.
Overall mark
Unit result
0 to 19
Fail
20 to 25
Low Pass
26 to 32
Pass
33 to 40
High Pass
7
Level 5 Associate Diploma
Marking Descriptors
Mark Range
Descriptor
1
Fail
The response DOES NOT demonstrate sufficient knowledge,
understanding or skill (as appropriate) to meet the AC.
Insufficient examples included where required to support answer.
Insufficient or no evidence of the use of wider reading to help
inform answer.
Presentation or structure of response is not appropriate and does
not meet the requirement of the question/assessment brief.
2
Low Pass
The response demonstrates an acceptable level of knowledge,
understanding or skill (as appropriate) to meet the AC.
Sufficient acceptable examples included where required to support
answer.
Sufficient evidence of appropriate wider reading to help inform
answer. Satisfactory in-text referencing.
Answer is acceptable but could be clearer in responding to the
question/task and presented in a more coherent way.
Required format adopted but some improvement required to the
structure and presentation of the response.
3
Pass
The response demonstrates a good level of knowledge,
understanding or skill (as appropriate) to meet the AC.
Includes confident use of examples, where required to support the
answer.
Good evidence of appropriate wider reading to help inform
answer. A good standard of in-text referencing.
Answer responds clearly to the question/task and is well expressed.
Presentation and structure of response is appropriate for the
question/task.
4
High Pass
The response demonstrates a wide and confident level of
knowledge, understanding or skill (as appropriate) to meet the AC.
Includes strong examples that illustrate the points being made and
support the answer.
Considerable evidence of appropriate wider reading to inform
answer. An excellent standard of in-text referencing.
Answer responds clearly to the question/task and is particularly well
expressed or argued.
Presentation and structure of response is clear, coherent, and
responds directly to the requirements of the question/task.
8
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