CIPD_5HR03_26_01 Reward for performance and contribution Learner Assessment Brief

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Level 5 Associate Diploma in People Management

CIPD_5HR03_26_01 Assessment Brief

5HR03 Task

This task requires you to answer 10 questions, each relating to the case study. Your answers should respond accurately to the questions and should be informed by wider reading from key academic texts, articles and relevant publications. References should be included within each of your answers and full details presented in a bibliography at the end of your assessment. 

Please ensure that your work is presented clearly, typically using the question, sub-headings or AC references to link your responses to the questions, and that your work complies with the word count requirements stated at the end of the assessment brief.

Case study

Mercy Frontier is a faith-based humanitarian aid charity that relies on donations and funding to operate. Established in 1987, based in the UK and employing more than 3,550 people in 35 countries, Mercy Frontier’s work centres on supporting people affected by climate and natural disasters, war and conflict. For example, Mercy Frontier provide essential primary healthcare services and counselling sessions to people affected by earthquakes, and early childhood development for families that have been forcibly displaced. In addition, Mercy Frontier use donations to build temporary schools so children can continue to learn when forcibly displaced.

Mercy Frontier also lobby in areas such as accessing humanitarian rights and assistance, climate change and asylum rights. Mercy Frontier’s values are social justice, dignity, equality, and responsibility and these values underpin the organisation’s culture and guide decision-making.

The charity employs a diverse workforce, including field workers, administrative staff and programme managers, with the majority driven by a shared commitment to humanitarian values. The Treasury Team have an important role in ensuring liquidity, investment management and funds are available for global operations, sometimes at short notice. The Fundraising Team promotes, manages and secures donations, without which Mercy Frontier would be unable to operate.

Salaries are based on spot rates that increase slightly with each year of service up to a maximum of five years’ service. The People Team are wondering whether a spot rate is the best pay structure to use going forward and whether spot rates support equal pay.

Mercy Frontier offer a range of benefits, including 20 days paid annual leave (plus publicholidays). This allowance increases by one day for every year of service, up to a maximum of five years’ service. Four additional days paid leave are also given to celebrate religious festivals associated with the faith. As these dates vary each year, these four days must be taken on the days that Mercy Frontier declares as official religious festival days. A healthcare plan is also offered to all employees. This plan covers: dental check-ups; dental x-rays; eye tests; physiotherapy, osteopathy and chiropractic treatments; and medical prescriptions. The healthcare plan is subject to limits, but these limits are generous. Mercy Frontier also enhances sick pay and pay for family-related leave such as maternity and paternity leave above the statutory levels required.

Questions

Q1. Explain the principles of reward and its importance to organisational culture and performance management at Mercy Frontier. (AC 1.1)

Q2. Assess how extrinsic and intrinsic rewards could improve employee contribution and sustained organisational performance at Mercy Frontier. (AC 1.2)

Q3. Explain the difference between spot rates, and two other types of pay structure, including which of these three pay structures is most appropriate for Mercy Frontier. (AC 2.1)

Q4. Apart from increases in pay and holiday, that are linked to service, Mercy Frontier does not offer contingent rewards. Explain whether the current contingent rewards could impact individual, team and organisational performance at Mercy Frontier and whether performance related pay should be introduced. (AC 2.2)

Q5. Explain the merits of the different benefits offered by Mercy Frontier. (AC 2.3)

Q6. Explain the merits of two different types of recognition schemes that could be offered by Mercy Frontier. (AC 2.4)

Q7. Assess internal and external factors that are likely to impact reward decisions at Mercy Frontier. (AC 3.1)

Q8. Mercy Frontier will soon be recruiting a website editor. Evaluate at least three ways in which benchmarking data can be gathered and measured to develop insight about salaries for this role in the external labour market. (AC 3.2)

Q9. Mercy Frontier are considering introducing job evaluation to support the value ‘equality’. Before making a decision, they want to know more about job evaluation and what forms it can take. Explain at least two approaches to job evaluation. (AC 3.3)

Q10. Explain two key legislative requirements that will impact reward practice at Mercy Frontier. (AC 3.4)

Your evidence must consist of:

Q1 to Q10 should total approximately 3900 words. The acceptable word count range for this assessment is 3510 (-10%) to 4290 words (+10%). Any assessment that exceeds 4290 words will be automatically referred, in line with the CIPD word count policy.