Assignment 1: Course Code (IOP4863)
Assignment 1: Course Code (IOP4863)
Assignment number : 1
Student number : 4382-704-7
Student postal address : P.O Box 1250 Scottburgh
Assignment unique number : 836319
Word count:
Mark: 45 %
TABLE OF CONTENTS
1.1 Introduction
1.2 Body
1.2.1 Compensation
1.2.2 South African national HR standard for Rewards
1.2.3 IOP Technologies
1.2.3.1 Central Human resource challenge
1.2.3.2 Systematic approach for IOP Technologies
1.2.3.3 South African national HR standards for strategic HRM, talent
management & workforce planning
1.3 Conclusion
1.4 Self-Evaluation Questions
1.5 References
1.6 Rubric
1.1 Introduction
1.2.1 Compensation
According to Bergmann & Scarpello, (2002) employee compensation is one of the
largest expenses of doing business, especially in the important knowledge,
professional and service sectors of our economy. Hen, H.M., & Fu, H.M. (2008),
state that a compensation strategy is a mechanism to integrate the efforts of
employees and managers and to achieve organizational objectives, and it is critical
for an organization to have an applicable and well-designed compensation system of
strategic contingencies.
(1) Give yourself a mark for your assignment. Why did you give yourself this mark in
your self-evaluation? 45% where in your assignment (sections, headings) did you
perform at your best? Or at your worst? Worst is question 1 as I did not give myself
enough time to read through the given course material to be able to critically show
my understanding of the topic
(2) Which of the prescribed and/or recommended sources did you find most useful?
Tutorial letter
(3) Did you use additional sources? If your answer is ’yes’, describe or name these
sources. No
(4) How much time did you spend on the assignment? 1 week
(5) How relevant are the sources provided for this assignment to the realities of, for
example, personnel and career psychology in the South African work context?
IOP4863/101/0/2017 – The were especially with regards to how workers respond to
compensation and reward
(6) Which competencies, areas of knowledge, skills and attributes did you need to
complete this assignment? (Refer also to the graduateness skills and attributes you
developed by completing this assignment. Use the CEMS graduateness skills and
attributes framework – see point 2.3 in this tutorial letter). Ability to read ,
comprehend and understand the given literature , critically analyse and provide
logical reasons using given literature
(7) Did completing this assignment and consulting the relevant sources improve your
competence as a human resources practitioner and aspiring industrial psychologist?
Name a few competencies that you think should be developed further to improve
your graduateness and employability.
The use and change of different forms of Performance appraisals systems used
within companies or industries within the South African context
(8) Did the assignment tasks add value to the application of your knowledge and
skills in the workplace? Yes it did
(9) Do the assessment criteria and assessment rubrics for the assignment provide
you with an adequate framework in which to evaluate your performance in your
assignment? If not, what other criteria and guidance should be added? Yes it did as
it allowed my planning for the assignment to have some form of direction and flow
through the thought process
(10) What aspects of the course, study material and you’re learning experience
would you like to be improved? How? The text book to be updated or a more revised
version that will accommodate the module
(11) How would you describe the quality of the learning material (tutorial letters,
prescribed books and recommended resources)? Please elaborate. Printing may be
a disadvantage to other students as the use of printing and internet usage is not
easily accessible to all students and they always come at a cost
13) Do you feel you have personally developed as a result of this reflection
(completing these self-evaluation questions)? Yes I have as I have noted my weak
points and where I have to focus on in order to do better for assignment 2
1
1.6 References
Den Hartog, D.N., Boselie, P., & Paauwe, J. (2004). Performance management: A
model and research agenda. Applied Psychology: An International Review, 53(4),
pp. 556-569.
Gratton, L., Hope-Hailey, V., Stiles, P., & Truss, C. (1999). Linking individual
performance to business strategy: The people process model. Human Resources
Management, 38(1), pp. 17-31.
Kehoe, R., & Wright, P. (2010). The impact of high performance human resource
practices on employees’ attitudes and behaviors. Journal of Management, (1), pp. 1-
26. SAGE Publications. Retrieved from http://jom.sagepub.com/cgi/doi/10.1177/
0149206310365901
Kirkpatrick, J., & Kayser Kirkpatrick, W. (2009). The Kirkpatrick four levels: A fresh
look after 50 years 1959 – 2009. Retrieved 5 April, 2011 from
http://www.managesmarter.com/ managesmarter/ images/pdfs/ trg_20090417_
kirkpatrickwhitepaper.pdf
Kock, R., Roodt, G., & Veldsman, T. H. (2002). The alignment between effective
people management, business strategy and organisational performance in the
banking and insurance sector. SA Journal of Industrial Psychology, 28(3), pp. 83-91.
Magada, T., & Govender, K. (2016). The relationship among leadership, organisation
culture, and performance: A South African Public Service Organization Perspective.
In ICMLG 2016-4th International Conference on Management, Leadership and
Governance: ICMLG 2016 (p. 210). Academic Conferences and Publishing Limited.
Sun, L., Aryee, S., & Law, K. (2010). High-performance human resource practices,
citizenship behaviour and organizational performance: A relational perspective.
Academy of Management Journal, 50(3), pp. 558-577. Retrieved from
http://eprints.aston.ac.uk/2043/
Chen, H.M., & Fu, H.M. (2008). A systematic framework for performance appraisal
and compensation strategy. Human Systems Management, 27(2), pp.161-175. (DOI
10.3233/HSM-2008-0674).
Fong, S.C.L., & Shaffer, M.A. (2003). The dimensionality and determinants of pay
satisfaction: a cross-cultural investigation of a group incentive plan. International
Journal of Human Resource Management, 14, pp. 559-580.
Grigoriadis, C., & Bussin, M. (2007). Current practice with regard to short-term
incentive schemes for middle managers. SA Journal of Human Resource
Management, 5(1), pp. 45-53.
Criteria Yes No
Literature (10%)
Did you consult Cascio and Aguinis (2014) for Assignment 01? Did you use at least
five to eight additional, appropriate and relevant sources?
Did you integrate the theory you studied into a comprehensive and integrative
answer?
Did you study the practical scenario/case study/question carefully?
Did you integrate the theory with the case studies?
Structure (10%)
Have you checked your syntax /grammar/style?
Have you included a reference list?
Have you checked your referencing style (in your reference list as well as in text
references) against the prescribed format (Tutorial Letter 301)?
If your essay is not typed, is your handwriting clear and readable?
Self-evaluation (10%)