(Solution) CIPD 5HR03 role of people practice in supporting line managers to make consistent and appropriate reward judgements. (AC 3.2)
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| Review the role of people practice in supporting line managers to make consistent and appropriate reward judgements. (AC 3.2)
Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section.Word count: Approximately 300 words
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| Although they face difficulties, line managers play a critical part in making decisions about rewards that are consistent and appropriate. Stone et al (2020) asserts that line managers frequently receive promotions from operational positions while having little prior experience in award administration. They could struggle to understand the many forms of incentives and how certain behaviors are rewarded. As a result, they require assistance from HR specialists.
Support through training GA Pensions practitioners must educate line managers on the value of making suitable and consistent reward decisions in order to support them (Stone et al, 2020). Compliance with laws, conveying incentives, and performance reviews are all topics that might be covered in the training. Different laws like those pertaining to equal pay, have an impact on reward systems. HR managers should inform line managers on the significance of maintaining equal pay. Informing line managers about the necessity of transparency in incentive methods can also help the decision-making process. Line managers may also need appraisal abilities including goal-setting and performance evaluation. In order to make better decisions, line managers should receive training from HR on these topics. Provide Clear Guidelines GA Pensions line managers need to be well aware of their responsibilities in order to make consistent and suitable incentive decisions (Zink, 2017). HR specialists are accountable for assisting line managers in making objective and knowledgeable reward decisions. This emphasizes the value of supporting decisions with data from many sources, such as organizational data and stakeholder concerns. Line managers need to have a solid understanding of reward policies, procedures, and tactics, according to people practice. HR, for instance, might offer precise instructions regarding the wage scale for certain roles. To promote transparency, fairness, and consistency in the workplace, reward decisions should be predictable and suitable. According to Joplin et al (2021), employees at GA Pensions may feel content and encouraged to work hard if their rewards are consistent and fitting. It can, however, lead to impressions of unfairness, demotivated personnel, and a failure to recruit and retain talent if these judgments are not suitable and consistent.
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| Explain how line managers make reward judgements based on organisational approaches to reward. (AC 3.3)
Short references should be added into your narrative below. Please remember to only list your long references in the reference box provided at the end of this section.Word count: Approximately 300 words
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