Plagiarism Free Homework and Assignment Help

3PRM – Supporting good practice in performance and reward management

3PRM – Supporting good practice in performance and reward management

3PRM – Supporting good practice in performance and reward management

Aim
The aim of this unit is to introduce the purposes and processes of performance and reward management, and the role of Human Resources (HR) in promoting and supporting good practice. By completing the assessment activities, you will demonstrate that you satisfy the learning outcomes for the unit. The Learning Outcomes are divided into Assessment Criteria which identify the key areas of knowledge that you need to demonstrate within your assessment submission.
Once you have received feedback for your appraisal you are ready to complete the remainder of your assessment. Please follow the detailed study guide below.

Assessment guidance
This is a short guide to help you construct your assessment activities. It contains information about the different assessment criteria and some hints and tips on what to include for each of those criteria. The guidance also includes some examples you could use to improve your assessment.
REMEMBER: All reference sources should be acknowledged correctly and a bibliography provided where appropriate (these should be excluded from the word count).
You should become familiar with the use of command verbs within your assessment brief. These will give you a clear indication of the type of information that you need to submit in order to meet the assessment criteria.

A new performance management system is to be introduced into an organization.
You are asked to produce a report to enable the HR Director to make a presentation to the board. The Director has asked you to research and include in your report:
• A description of at least two purposes of performance management and their relationships to business objectives.
Assessment criterion: 1.1 Describe the purpose of performance management and its relationship to business objectives.
________________________________________
Describe at least TWO purposes of performance management and its relationship to business objectives. The description should include TWO from:
• Setting objectives
• Reviewing performance against those objectives
• Identifying development needs
• Setting new objectives
You need to relate to business objectives e.g. the employee needs to understand the part they have to play in meeting the overall objectives of the organization. They should be informed how their objectives fit into the overall company objectives which will increase their motivation to meet their own.

• An explanation of at least three components of performance management systems.

Assessment criterion: 1.2 Explain the components of performance management systems.
________________________________________
Explain THREE components of performance management systems. Consider the environment that the person works in – is it conducive to a good working atmosphere?
Components could be THREE from:
• Factors affecting individual performance
• Factors affecting team performance
• Training & development
• Job descriptions
• Informal and formal reviews
• Setting objectives
• Appropriate policies and procedures
• Performance Management data

• An explanation of the relationship between motivation and performance management with reference to at least 2 motivational theories.
Assessment criterion: 1.3 Explain the relationship between motivation and performance management.
________________________________________
Explain the relationship between motivation and performance management, referring to at least TWO motivational theories.
Motivated employees:
• Work harder and are more willing to help out in difficulties.
• Want to achieve their individual objectives and goals.
• Perform more effectively.
You need to support this relationship by exploring at least TWO motivation theories, such as:
• Maslow
• Locke
• Herzberg
• Vroom
• Adams
• Taylor
• McClelland
• Mayo
• Pink
This list is not definitive so you can choose others as long as they are recognized theories. Choose the ones that mean the most to you.
You must ensure that the two explained motivational theories relate to performance management. In simple terms, explain what people need to perform and how is this implemented through performance management?

 

• An explanation of at least two purposes of reward within a performance management system.

Assessment criterion: 2.1 Explain the purpose of reward within a performance management system.
________________________________________
Explain TWO purposes of reward within a performance management system, including what the benefits are.
You could include TWO from the following:
• Increases motivation
• Attracting talent and being an employer of choice due to pay, benefits, training, etc.
• Retention
• Motivation
• Productivity

• Identification and explanation of at least three components of a total reward system, one of which should be non-financial.
Assessment criterion: 2.2 Identify and explain the components of an effective total reward system.
________________________________________
Describe what a total-reward system is, i.e. financial reward + non-financial reward; one must be non-financial.
Describe at least THREE components of a total reward system, ONE of which should be non-financial.
• Financial rewards are: pay, pensions, bonus, paid holidays, paid overtime, shift premium, healthcare, personal insurance, and company car.
• Non-financial rewards are: Training and development, employee of the month, praise, career progression, getting involved in company projects, flexible working.

• Identification and explanation of at least four factors that need to be considered when managing performance, both good and bad.
Assessment criterion: 3.1 Identify and explain the factors that need to be considered when managing performance.
________________________________________
Explain the factors that should be considered when managing good and poor performance. You need to ensure you address the factors in respect of managing performance.
Your explanation should be split into:
• Good: Financial reward; praise; deputizing for seniors; teaching/mentoring/coaching others; work on projects; promotion etc.
• Poor: You should differentiate between capability (can’t do) and conduct (won’t do). Find out what the problem is: empathy; support; action planning (SMART targets); training; mentoring /coaching by a good performer; change of duties or job etc.
Ultimately, following the disciplinary process may be necessary and this may lead to dismissal.
You must include good and poor performance.

 

 

 

• A description of at least two sources of data (1 of which should be external to the organization) required by individuals involved in performance and reward management processes.
Assessment criterion: 3.2 Describe the data required by individuals involved in performance and reward management processes.
________________________________________
Describe at least 2 items of data, including ONE external to the organization.
You must describe the data i.e. what it is and what it is used for.
Examples could include:
• Internal: Absence records – to improve; payroll costs – to compare against budget; staff satisfaction survey – to gauge where improvements are required. Appraisal scoring system or data, disciplinary warnings, retention figures and training courses.
• External: Labour market – supply and demand; inflation rates – to gauge pay rises; competitor pay rates – to benchmark own rates.
One of the items of data must be external.

• An explanation of the frequency, purpose and process of performance reviews.
Assessment criterion: 4.1 Explain the frequency, purpose and process of performance review.
________________________________________
You must provide an explanation of:
• Frequency: should be fit for purpose: could be annual, 6 monthly or quarterly – state the range and use your own organization as an example.
• Purpose: performance; development; new objectives and how they fit with organization’s objectives. Identify any training needs.
• Process: Explain what should happen before, during and after the review. This process will be individual to each person and they can describe what the process is in their own organization or one they are familiar with.
Activity 2
Prepare for and conduct a performance review meeting. The performance review is to be videoed. Your review meeting will be observed by an assessor and recorded using the observation record.
Activity 2 must be submitted by the end of week 4.
Important notes:

• Click here to download your Skills Assessment Case Study
• You need to film your appraisal and you will need a partner to play the part of the appraisee.
Go back to the Study week for guidance on creating your video.
• Your appraisal should last around 15 minutes. Anything under 10 minutes or over 20 minutes will be automatically referred.
• You must complete the performance review form and include with your main assessment.
Download the performance review form.
• In activity 3 you will be required to consider the feedback from your assessor and provide a 400-word reflection on how you felt you performed during your appraisal.
• There is a separate submission area and submission date for your appraisal video, in week 4.
• You can’t pass the final assessment without your performance review form, observation record and reflection.
Once you have received feedback for your appraisal you are ready to complete the remainder of your assessment. Please follow the detailed study guide below.

• Prepare for and conduct a performance review meeting.

Assessment criterion: 4.2 Conduct a performance review meeting.
________________________________________
• Your appraisal should be filmed; see the study week for guidance.
• Preparation should include familiarising yourself with the case study.
• Make sure the person playing the appraisee is familiar with their character brief, found in the case study.
• Look at the observation form which details the criteria you are assessed against. You also need to understand the KPI’s.
• Make sure the session lasts for approximately 15 minutes. If your appraisal is much longer or much shorter than this, it might not be accepted.
• All documents can be found in the study week and week 4 of the online campus including the review form, which should be used before (preparation), during (taking notes) and after (record) the appraisal.
Remember to:
• Use praise
• Break the ice
• Ask why the appraisee feels they are underperforming
• Suggest giving them a buddy/mentor
• Agree on new targets and a SMART action plan

Activity 3
Write a reflective statement, in which you include the following:
• reflect on the outcomes of the performance review meeting
• reflect on your own performance in conducting that meeting
• record 2 key learning points, to develop review meetings in the future.

Assessment criterion: 4.3 Reflect on the outcomes of the performance review
________________________________________
Your reflection should make full use of the observer’s feedback.
You must explain your effectiveness and how you could improve in approximately 400 words (+/- 10%).
Note: This is a different reflection from your journal entry required for 4DEP

Evidence to be produced:
Activity 1
Written report of approximately 2,000 words.
Activity 2
Video – minimum 10 minutes, maximum 15 minutes
Performance Review and Feedback Form
Self-appraisal form (only if used in video)
Observation record.
Activity 3
Reflective statement of approximately 400 words.
You should note the command word of the criteria and use as many examples as stated in the criteria guidance above and clearly explain the inclusion of each.
All reference sources should be acknowledged correctly and a bibliography provided where appropriate (these should be excluded from the word count).

Aim

The aim of this unit is to introduce the purposes and processes of performance and reward management, and the role of Human Resources (HR) in promoting and supporting good practice. By completing the assessment activities, you will demonstrate that you satisfy the learning outcomes for the unit. The Learning Outcomes are divided into Assessment Criteria which identify the key areas of knowledge that you need to demonstrate within your assessment submission.

Once you have received feedback for your appraisal you are ready to complete the remainder of your assessment. Please follow the detailed study guide below.

 

Assessment guidance

This is a short guide to help you construct your assessment activities. It contains information about the different assessment criteria and some hints and tips on what to include for each of those criteria. The guidance also includes some examples you could use to improve your assessment.

REMEMBER: All reference sources should be acknowledged correctly and a bibliography provided where appropriate (these should be excluded from the word count).

You should become familiar with the use of command verbs within your assessment brief. These will give you a clear indication of the type of information that you need to submit in order to meet the assessment criteria.

 

A new performance management system is to be introduced into an organization.

You are asked to produce a report to enable the HR Director to make a presentation to the board. The Director has asked you to research and include in your report:

·         A description of at least two purposes of performance management and their relationships to business objectives.

Assessment criterion: 1.1 Describe the purpose of performance management and its relationship to business objectives.


Describe at least TWO purposes of performance management and its relationship to business objectives. The description should include TWO from:

  • Setting objectives
  • Reviewing performance against those objectives
  • Identifying development needs
  • Setting new objectives

You need to relate to business objectives e.g. the employee needs to understand the part they have to play in meeting the overall objectives of the organization. They should be informed how their objectives fit into the overall company objectives which will increase their motivation to meet their own.

  • An explanation of at least three components of performance management systems.

Assessment criterion: 1.2 Explain the components of performance management systems.


Explain THREE components of performance management systems. Consider the environment that the person works in – is it conducive to a good working atmosphere?

Components could be THREE from:

  • Factors affecting individual performance
  • Factors affecting team performance
  • Training & development
  • Job descriptions
  • Informal and formal reviews
  • Setting objectives
  • Appropriate policies and procedures
  • Performance Management data
  • An explanation of the relationship between motivation and performance management with reference to at least 2 motivational theories.

Assessment criterion: 1.3 Explain the relationship between motivation and performance management.


Explain the relationship between motivation and performance management, referring to at least TWO motivational theories.

Motivated employees:

  • Work harder and are more willing to help out in difficulties.
  • Want to achieve their individual objectives and goals.
  • Perform more effectively.

You need to support this relationship by exploring at least TWO motivation theories, such as:

  • Maslow
  • Locke
  • Herzberg
  • Vroom
  • Adams
  • Taylor
  • McClelland
  • Mayo
  • Pink

This list is not definitive so you can choose others as long as they are recognized theories. Choose the ones that mean the most to you.

You must ensure that the two explained motivational theories relate to performance management. In simple terms, explain what people need to perform and how is this implemented through performance management?

  • An explanation of at least two purposes of reward within a performance management system.

Assessment criterion: 2.1 Explain the purpose of reward within a performance management system.


Explain TWO purposes of reward within a performance management system, including what the benefits are.

You could include TWO from the following:

  • Increases motivation
  • Attracting talent and being an employer of choice due to pay, benefits, training, etc.
  • Retention
  • Motivation
  • Productivity
  • Identification and explanation of at least three components of a total reward system, one of which should be non-financial.

Assessment criterion: 2.2 Identify and explain the components of an effective total reward system.


Describe what a total-reward system is, i.e. financial reward + non-financial reward; one must be non-financial.

Describe at least THREE components of a total reward system, ONE of which should be non-financial.

  • Financial rewards are: pay, pensions, bonus, paid holidays, paid overtime, shift premium, healthcare, personal insurance, and company car.
  • Non-financial rewards are: Training and development, employee of the month, praise, career progression, getting involved in company projects, flexible working.

 

  • Identification and explanation of at least four factors that need to be considered when managing performance, both good and bad.

Assessment criterion: 3.1 Identify and explain the factors that need to be considered when managing performance.


Explain the factors that should be considered when managing good and poor performance. You need to ensure you address the factors in respect of managing performance.

Your explanation should be split into:

  • Good: Financial reward; praise; deputizing for seniors; teaching/mentoring/coaching others; work on projects; promotion etc.
  • Poor: You should differentiate between capability (can’t do) and conduct (won’t do). Find out what the problem is: empathy; support; action planning (SMART targets); training; mentoring /coaching by a good performer; change of duties or job etc.

Ultimately, following the disciplinary process may be necessary and this may lead to dismissal.

You must include good and poor performance.

 

 

 

 

 

 

 

  • A description of at least two sources of data (1 of which should be external to the organization) required by individuals involved in performance and reward management processes.

Assessment criterion: 3.2 Describe the data required by individuals involved in performance and reward management processes.


Describe at least 2 items of data, including ONE external to the organization.

You must describe the data i.e. what it is and what it is used for.

Examples could include:

  • Internal: Absence records – to improve; payroll costs – to compare against budget; staff satisfaction survey – to gauge where improvements are required. Appraisal scoring system or data, disciplinary warnings, retention figures and training courses.
  • External: Labour market – supply and demand; inflation rates – to gauge pay rises; competitor pay rates – to benchmark own rates.

One of the items of data must be external.

  • An explanation of the frequency, purpose and process of performance reviews.

Assessment criterion: 4.1 Explain the frequency, purpose and process of performance review.


You must provide an explanation of:

  • Frequency: should be fit for purpose: could be annual, 6 monthly or quarterly – state the range and use your own organization as an example.
  • Purpose: performance; development; new objectives and how they fit with organization’s objectives. Identify any training needs.
  • Process: Explain what should happen before, during and after the review. This process will be individual to each person and they can describe what the process is in their own organization or one they are familiar with.
Activity 2

Prepare for and conduct a performance review meeting. The performance review is to be videoed. Your review meeting will be observed by an assessor and recorded using the observation record.

Activity 2 must be submitted by the end of week 4.

Important notes:

  • Click here to download your Skills Assessment Case Study
  • You need to film your appraisal and you will need a partner to play the part of the appraisee.
    Go back to the 
    Study week for guidance on creating your video.
  • Your appraisal should last around 15 minutes. Anything under 10 minutes or over 20 minutes will be automatically referred.
  • You must complete the performance review form and include with your main assessment.
    Download the performance review form.
  • In activity 3 you will be required to consider the feedback from your assessor and provide a 400-word reflection on how you felt you performed during your appraisal.
  • There is a separate submission area and submission date for your appraisal video, in week 4.
  • You can’t pass the final assessment without your performance review form, observation record and reflection.

Once you have received feedback for your appraisal you are ready to complete the remainder of your assessment. Please follow the detailed study guide below.

  • Prepare for and conduct a performance review meeting.

Assessment criterion: 4.2 Conduct a performance review meeting.


  • Your appraisal should be filmed; see the study week for guidance.
  • Preparation should include familiarising yourself with the case study.
  • Make sure the person playing the appraisee is familiar with their character brief, found in the case study.
  • Look at the observation form which details the criteria you are assessed against. You also need to understand the KPI’s.
  • Make sure the session lasts for approximately 15 minutes. If your appraisal is much longer or much shorter than this, it might not be accepted.
  • All documents can be found in the study week and week 4 of the online campus including the review form, which should be used before (preparation), during (taking notes) and after (record) the appraisal.

Remember to:

  • Use praise
  • Break the ice
  • Ask why the appraisee feels they are underperforming
  • Suggest giving them a buddy/mentor
  • Agree on new targets and a SMART action plan
Activity 3

Write a reflective statement, in which you include the following:

  • reflect on the outcomes of the performance review meeting
  • reflect on your own performance in conducting that meeting
  • record 2 key learning points, to develop review meetings in the future.

Assessment criterion: 4.3 Reflect on the outcomes of the performance review


Your reflection should make full use of the observer’s feedback. 

You must explain your effectiveness and how you could improve in approximately 400 words (+/- 10%).

Note: This is a different reflection from your journal entry required for 4DEP

Evidence to be produced:

Activity 1

Written report of approximately 2,000 words.

Activity 2

Video – minimum 10 minutes, maximum 15 minutes

Performance Review and Feedback Form

Self-appraisal form (only if used in video)

Observation record.

Activity 3

Reflective statement of approximately 400 words.

You should note the command word of the criteria and use as many examples as stated in the criteria guidance above and clearly explain the inclusion of each. 

All reference sources should be acknowledged correctly and a bibliography provided where appropriate (these should be excluded from the word count). 

$20.00

3PRM – Supporting good practice in performance and reward management

$20.00