5RWM I306002
CIPD Assessment Activity
Title of unit/s
Reward Management
Unit No/s
5RWM
Level
5
Credit value
6
Assessment method
Group presentation
Learning outcomes:
3
Understand key reward principles, policies and practices.
4
Understand the role of line managers in promoting a performance culture, in reward decision
making and driving sustained organisation performance.
Assessment brief/activity
Assessment
Criteria
Your Chief Executive Officer has asked your team to make a presentation to the
board that provides a critical review of the importance of equal pay in supporting the
organisation’s reward strategy.
As a team (3 to 5 people) you are required to produce and deliver a presentation of
maximum 30 minutes duration with a further 15 minutes for questions.
Referring to academic research and literature and examples of good practice within
two different organisations, the presentation and supporting documentation should:
1. Evaluate the principles of rewards and importance of total rewards.
3.1
2. Identify and explain key equal pay policy initiatives and practices and how these
can be implemented to support fairness and equity.
3.2, 3.3
3. Explain how line managers contribute and support fairness and equity in reward
decision making.
4.1
4. Assess the extent to which fairness and equity in reward improve individual and
organisational performance.
4.2, 4.3
Evidence to be produced/required
A group presentation of maximum 30 minutes, with a further 15 minutes for questions.
Supporting documentation to include:
 a copy of the presentation slides
 an individual statement of a maximum of two A4 pages which reflects on how the content of
the presentation has met the task and includes citation of references.
Tutor assessment notes of the observed presentation. The content rather than the process of the
presentation is directly related to the assessment criteria.
National Assessment Bank – Intermediate level – Version 3 August 2012
5RWM I306002
Guidance for Assessors for 5RWM (LO 3 & 4)
This guidance is for assessors only and should not be handed out to candidates.
Individual contribution should be assessed using the CIPD skills observation checklist (SOC) or
similar, against the guidance below.
Candidates should relate academic concepts, theories and professional practice to the way
organisations operate, in a critical and informed way, and with reference to key texts, articles and
other publications and by using organisational examples for illustration. All sources should be
supported by citations presented in the format that the centre determines.
It is important that candidates should have considered the stated audience of the board and aimed
the content at this audience.
Activity 1
AC 3.1
Activity 2
AC 3.2, 3.3
Activity 3
AC 4.1
Activity 4
AC 4.2, 4.3
Candidates should identify and evaluate the principles of rewards that inform
the reward strategy in two organisations with which they are familiar and,
where appropriate, identify the use of a total rewards approach. For the latter
they should define a total rewards approach and how it is employed.
Candidates should clearly show the relationship between the principles held
and/or the total rewards approach and the reward strategy in the
organisations.
Candidates should identify the key equal pay policy and practices that they
think will promote fairness and equity in the organisations for example job
evaluation, and provide a rationale for these based on organisational practice
and research. Candidates should demonstrate how these policies are/could
be implemented within the organisational context.
Candidates should evaluate the role of line managers in contributing to and
supporting fairness and equity in the reward decisions they make particularly
those associated with pay, for example, performance related pay. Again,
reference should be made to best practice approaches and informed by up to
date research together with benchmark examples from the two organisations
under consideration.
In their conclusions, candidates should provide an evaluation of the extent to
which fairness and equity in reward policies and practice can improve
individual and organisational performance.
National Assessment Bank – Intermediate level – Version 3 August 2012