CIPD Level 5HR03 Reward for performance and contribution Learner Assessment

CIPD Level 5HR03 Learner Instructions

The assessment has been developed to enable you to evidence achievement of the learning outcomes and assessment criteria for 5HR03 Reward for performance and contribution.

Each of the learning outcomes (LO) and assessment criteria (AC) for the assessment must gain a pass outcome for you to successfully achieve the unit.

Preparation for the assessment

Before you begin the assessment, please access and complete the topic essentials videos, activities and the assessment guidance video available via your virtual learning environment (VLE).

Completing the assessment

• The assessment contains a series of tasks/questions which are clearly referenced to the relevant assessment criteria.
• Refer to the generic grade descriptor grid at the end of the assessment which outlines the requirements.
• Evidence must be provided in the main body of the assessment document. If appendices are included, these will not be marked or moderated; however, they may be reviewed by your assessor.
• The assessment must be completed in a professional manner (eg applying business conventions for writing formal reports) and by using Microsoft Word.
• The assessment must be saved as a Word document (.doc or .docx) and not in a PDF format, unless another format is requested within the brief, eg PowerPoint.
• Referencing must be included within each of the assessment criteria unless stipulated otherwise.
• Harvard referencing system must be used to ensure the original source(s) of quotations or models can be verified.
  You must sign the Learner Declaration of Authentication statement (a photo or scan of your signature is acceptable).

Referrals

• You must update the version of your assessment which includes the tutor feedback. 
• Please ensure you do not change any of the assessment criteria where you have received a mark of a 2 or above. Only amend sections of your assessment where you have been awarded a mark of a 1 (Refer), taking into account your tutor feedback whilst remaining within the allocated word count. 
• When updating any AC which has received a mark of a 1, please strike through all of the original text using the strikethrough key so the text to be ‘removed’ appears like this. You will need to rewrite your full answer below the original text using a different colour to the original submission, so the new text appears like this. This clearly shows what was in the original submission and what has been added.
• Please do not use track changes as these are not permitted. 
• Before you resubmit your assessment, please ensure you refer back to the Topic Essentials, Assessment briefing webinar or the Assessment guidance video, and the learner resource zone, as these will support you with any changes needed to achieve a pass grade. 
• Please ensure you have fully addressed all parts of the assessor feedback before you upload your resubmission to the VLE.
  You can contact your Support Tutor via the VLE for further assessment guidance if needed or email the team at cipdsupport@mollearn.com, who will be able to respond to any administrative questions.
  If you receive a Refer grade for your assessment you will have three weeks to resubmit from the date your feedback is released. Please note your assessment resubmission will be capped at a Low Pass.

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.  

Scenario

WorldWell Alliance is a medium-sized international NGO dedicated to delivering community-based health, education, and sustainability programmes across Sub-Saharan Africa and South Asia. The organisation was established in the mid-1970s and has since grown to employ a diverse, multi-skilled workforce operating in both field offices and international headquarters.
The Managing Director (MD), who has led the organisation for many years, has requested a meeting with you to discuss rising turnover rates among both skilled (eg programme officers, technical advisors) and non-skilled (eg community outreach workers, administrative staff) personnel.

During your discussion, you learn that there is no formal reward or incentive scheme in operation. While expectations around performance exist, they are based on general assumptions rather than clearly defined performance metrics. Some country offices have informal recognition practices, but these are inconsistent and undocumented. Pay structures and benefits are centrally administered through the Finance and Operations team at the headquarters.

Most staff receive 28 days of paid leave annually, and all employees are enrolled in a non-contributory retirement benefit scheme. However, it is an open secret that enhanced, discretionary benefits are offered to senior leadership, creating perceptions of inequality.
The MD acknowledges that the current organisational culture feels stagnant and disconnected, particularly between headquarters and field offices. There is a recognised need to develop a more positive working environment through structured and transparent approaches to reward, benefits, and staff recognition.

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.

To help the reader, please make use of headings and assessment criteria references to signpost the assessment criteria being addressed.

With reference to the above scenario:

1. Explain the principles of reward and its importance to organisational culture and performance management at WorldWell Alliance. (AC 1.1)
2. Assess the contribution of extrinsic and intrinsic rewards to improving employee contribution and sustained organisational performance at WorldWell Alliance. (AC 1.2)
3. Explain the differences between types of grade and pay structures that could be considered at WorldWell Alliance. (AC 2.1)
4. Explain how contingent rewards can impact individual, team and organisational performance at WorldWell Alliance. (AC2.2)
5. Explain the merits of different types of benefits offered by organisations that could be considered at WorldWell Alliance. (AC 2.3)
6. Explain the merits of different types of recognition schemes offered by organisations that could be considered at WorldWell Alliance. (AC 2.4)
7. Assess the business context of the reward environment at WorldWell Alliance. (AC 3.1)
8. Evaluate the most appropriate ways in which benchmarking data can be gathered and measured to develop insight at WorldWell Alliance. (AC 3.2)
9. Explain approaches to job evaluation that could be considered at WorldWell Alliance. (AC 3.3)
10. Explain the legislative requirements that impact reward practice at WorldWell Alliance. (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.
  (3900 words +/- 10%)
• It is essential that you relate to academic concepts, theories and professional practice for the tasks to ensure that your work is supported by analysis. Please ensure that any references and sources drawn upon are acknowledged correctly and supported by a bibliography.

Learning Outcomes of 5HR03 

LO1 Understand the impact of reward approaches and packages.
LO2 Understand the importance of different components of reward.
LO3 Understand how to develop insight from benchmarking data to inform reward approaches.

CIPD 5HR03 Assessment criteria

Marking guidelines

You will receive a Low Pass/Pass/High Pass or Refer/Fail result at unit level.

Assessors will provide a mark from 1 to 4 for each of the assessment criteria in the unit.

The marking descriptor grid is provided here as guidance. This will provide you with feedback that is developmental.

To pass the unit assessment you must achieve a 2 (Low Pass) or above for each of the learning outcomes/assessment criteria.