Sample Assignment
HR0371: Rewarding Relationships
1
January 2011
NEWCASTLE BUSINESS SCHOOL
GROUP 1
Designing a Pay System for FastCat
Designing a Pay System for FastCat Group 1(3)
2
Newcastle Business School Assessed work (Group Work) Tutor’s name: Level: Group no: Dr Nick Creaby-Attwood Module No: Module Title:
1
Group Mark:
70
Comments:
Introduction and context Discussion of context is clear and provides an effective starting point for further discussion within the report. The employment relationship is not considered in a great deal of detail and more could be done to set out the broader parameters of the relationship – particularly in terms of the implied balance of power and the scope that this provides for the parties in the design of the reward system. Discussion of parties’ respective interests Again, this could have been discussed in further detail – establishing the parameters of the parties’ objectives are an important precursor for the discussion that follows. It is difficult to evaluate the compromises and tactical victories/defeats of each side without a clear statement of what was desired and why. Technical competence of reward proposals The discussion of reward proposals naturally improved throughout the report. Phase 1 was often a little unclear in the way that the compensable factors were explained and justified. Perhaps a better presentation could have been achieved – although there is the odd confusion between person and job based factors (e.g. p20). Similarly the discussion of the development of multiple structures on the basis of a single set of comp factors is not clearly explained. Phase 2 is probably the strongest section. Phase 3 would have benefitted from more detail… Awareness of the link between proposals/practices and parties’ respective interests …particularly in relation to what we know about the respective objectives of parties with regard to performance pay
1
January 2011
NEWCASTLE BUSINESS SCHOOL
GROUP 1
Designing a Pay System for FastCat
Designing a Pay System for FastCat Group 1(3)
2
Newcastle Business School Assessed work (Group Work) Tutor’s name: Level: Group no: Dr Nick Creaby-Attwood Module No: Module Title:
1
Group Mark:
70
Comments:
Introduction and context Discussion of context is clear and provides an effective starting point for further discussion within the report. The employment relationship is not considered in a great deal of detail and more could be done to set out the broader parameters of the relationship – particularly in terms of the implied balance of power and the scope that this provides for the parties in the design of the reward system. Discussion of parties’ respective interests Again, this could have been discussed in further detail – establishing the parameters of the parties’ objectives are an important precursor for the discussion that follows. It is difficult to evaluate the compromises and tactical victories/defeats of each side without a clear statement of what was desired and why. Technical competence of reward proposals The discussion of reward proposals naturally improved throughout the report. Phase 1 was often a little unclear in the way that the compensable factors were explained and justified. Perhaps a better presentation could have been achieved – although there is the odd confusion between person and job based factors (e.g. p20). Similarly the discussion of the development of multiple structures on the basis of a single set of comp factors is not clearly explained. Phase 2 is probably the strongest section. Phase 3 would have benefitted from more detail… Awareness of the link between proposals/practices and parties’ respective interests …particularly in relation to what we know about the respective objectives of parties with regard to performance pay
References: 1.9 Employment Relations - Management Styles “Style” as defined by Legge (1995, p.31) is “a way of doing something”