AC 1.1 Evaluate the principles of reward and its importance to organisational culture and performance management.
- You could take into account concepts like total reward, fairness, consistency, transparency, and intrinsic and extrinsic reward in your response.
- You should assess the principles, weigh their advantages and disadvantages, and make a determination.
- Make sure to connect the concepts to performance management and organisational culture.
AC 1.2 Explain how policy initiatives and practices are implemented.
- In your response, outline the factors that should be taken into account when putting incentive policy ideas and practices into action.
- Principles like the felt-fair principle, the function of line managers, teamwork, and who ought to be involved or consulted could all be included.
- You do not have to include pros and disadvantages in your response because the command word is explain, though doing so could improve it.
AC 1.3 Explain how people and organisational performance can impact on the approach to reward.
- You should describe how the method to reward can be impacted by individuals and organisational performance.
- Clearly and appropriately communicate the effects on individuals and organisational performance. You might think about things like rivalry, outside influences, expectations from the past, organisational goals, etc.
- This question doesn't require the same in-depth response as other points because it only asks for an explanation.
AC 1.4 Compare the different types of benefits offered by organisations and the merits of each.
- You must select two distinct benefit categories and weigh the advantages of each in order to complete this answer.
- Benefits may take the shape of bonus plans, sick pay, performance-related compensation, etc. You can consult the suggestive content for other benefit categories.
- Make sure you are weighing the pros and disadvantages, comparing the two kinds of rewards, and making a decision. You could think about things like application, pricing, return on investment, suitability, and ease of use.
AC 1.5 Assess the contribution of extrinsic and intrinsic rewards to improving employee contribution and sustained organisational performance.
- It is anticipated that you provide a determination of whether intrinsic rewards enhance performance and contribution, as you should evaluate their respective contributions.
- It is possible to address intrinsic and extrinsic incentives as distinct concepts rather than enumerating and debating these particular instances of each.
- Examples of both intrinsic and extrinsic rewards can be used in the conversation.
AC 2.1 Assess the business context of the reward environment.
- The business context needs to be evaluated. As a result, we would anticipate a thorough analysis of a few topics, including legislative equality, regional variations, and industry trends.
- You should back up your response with both recent and present statistics, trends, and ideas on the topic.
- After evaluating a few areas, an assessment of the reward environment's current context is required.
AC 2.2 Evaluate the most appropriate ways in which benchmarking data can be gathered and measured to develop insight.
- You need to assess the best approaches for collecting and measuring benchmarking data. As such, we would anticipate that a determination and conclusion regarding the most suitable approaches would be reached.
- Given that the question asks about "ways," we would anticipate hearing about at least two. You might think about pay settlements, inflation, information on hiring and openings, reward and compensation surveys, etc.
- Since two is the bare minimum, you don't have to include any more. Two thorough examples are preferable to three less thorough examples.
AC 2.3 Develop organisational reward packages and approaches based on insight.
- You must describe how to create organisational approaches and reward programs based on insight.
- Although you shouldn't design the corporate reward programs, you should discuss how they are created using insight.
- You can think about how reward packages are influenced by things like grade and pay structures, job evaluation programs, etc.
AC 2.4 Explain the legislative requirements that impact reward practice.
- The legal restrictions that affect incentive practices must be explained. You might think about disclosing the gender pay gap, equal pay and benefits, and working hours.
- This doesn't demand the same level of in-depth examination as earlier problems because you have to explain the requirements.
- It is important that you provide multiple examples to ensure a detailed and in-depth description of legal requirements which directly impact the reward practice.
AC 3.1 Assess different approaches to performance management.
- You have to evaluate various performance management strategies. As a result, we would anticipate at least two distinct, broken-down approaches.
- It is also anticipated that you would offer a thorough assessment and analysis of the various strategies.
- You could concentrate on elements that set one apart from another, such as context, appropriateness, and significance.
AC 3.2 Review the role of people practice in supporting line managers to make consistent and appropriate reward judgements.
- You ought to give a summary of people's roles and practices. A thorough analysis of the function of people practice in assisting line managers in rendering consistent and suitable incentive decisions is something we would anticipate.
- For the review's conclusions to be supported, it should be backed up by recent research on the topic.
One could contemplate aspects such as job evaluation, promoting accountability, equity, justice, consistency, and transparency.
AC 3.3 Explain how line managers make reward judgements based on organisational approaches to reward.
- You need to describe the decision-making process line managers use.
- Performance data, evidence-based decisions, and other components from the indicative content can be incorporated into the explanation.
- Examples and supporting data that are contextualised should be used to bolster explanations.
