Performance & Rewards

Lehrinhalte

their significance for People & Culture Management

  • Elements, roles and outcomes within a performance management system (e.g. performance appraisal, feedback talks, personal development plans)
  • Varieties of setting up a performance management system and cycle in an organization (traditional vs. agile approaches)
  • Instruments and methods (e.g. goal-setting, behavioural performance measurement), including digital tools, of performance management
  • Compensation structures and varieties of total rewards systems
  • Systematic approaches to a fair and transparent rewards systems (e.g. job descriptions, job families, salary bands for basic salaries and different types of performance-based salaries)
  • Sustainability in compensation & benefits (e.g. eMobility) and international differences in compensation strategies
  • Gender & diversity as well as ethical aspects of compensation & benefits (e.g. gender pay gap)
  • Executive compensation

Art der Vermittlung

Präsenzveranstaltung

Art der Veranstaltung

Pflichtfach

Empfohlene Fachliteratur

Armstrong, M. (2022). Armstrong's Handbook of Performance Management: An Evidence-Based Guide to Performance Leadership. (7th Edition). Kogan Page //
Ashdown, L. (2018). Performance Management: A Practical Introduction (HR Fundamentals, Band 16) (3rd edition). Kogan Page //
Greene, R.J. (2018). Rewarding Performance: Guiding Principles; Custom Strategies (2nd edition). Routledge //
Cafaro, D. (2021). The WorldatWork Handbook of Total Rewards: A Comprehensive Guide to Compensation, Benefits, HR & Employee Engagement (2nd edition). Wiley //
Redmann, B. (2022). Vergütungssysteme gestalten: agil, rechtssicher und nicht-monetär: Unternehmen stärken und Mitarbeiter binden (2. Auflage). Haufe.

Lern- und Lehrmethode

Blended learning (online and presence teaching, inverted classroom with e-learnings for self-study), single and group activities for self-study (e.g. calculations of salary bands, set-up of a guideline for feedback talks, research of performance management tools), guest lecture, e.g. about the implementation of a performance management process, online quizzes during self-study phases for individual learning success checks or during presence phases as repetition, discussion of open questions

Prüfungsmethode

Written final examination (55 %, open questions, open book).
Content criteria of the final examination: degree of problem identification and problem characterization, correctness and complexity of the solutions with regards to technical and methodological competence.
Formal criteria of the final examination: completeness of the answers, linguistic differentiation and independence of the presentation of results.
Immanent assessment of learning outcomes (45 %, e.g. in the form of intermediate tests, small group work/problem-based learning for research & choice of a performance management tool or set up of a basic performance management cycle).
Content criteria immanent assessment: degree of problem identification and problem characterization, correctness and complexity of solutions in terms of technical and methodological competence, consideration of the individual case study context and confidence in answering concluding questions.
Formal criteria immanent assessment: compliance with formal requirements, linguistic differentiation and correctness, independence and creativity in the presentation (if used for the assessment).

Voraussetzungen laut Lehrplan

Einführung zu People Management & Employee Lifecycle

Schnellinfos

Studiengang

People & Culture Management (Bachelor)

Akademischer Grad

Bachelor

ECTS Credits

3.00

Unterrichtssprache

Englisch

Studienplan

Berufsbegleitend

Studienjahr, in dem die Lerneinheit angeboten wird

2025

Semester in dem die Lehrveranstaltung angeboten wird

5 WS

Incoming

Nein

Lernergebnisse der Lehrveranstaltung

After successful completion of this course, students are able to:

  • explain the term performance management and its significance for People & Culture Management as well as organizational success,
  • identify and analyse the key activities and roles in performance management as well as critical factors for an effective performance management system,
  • compare different methods for measuring performance as well as variations of elements within a performance management system and choose appropriate instruments and tools to develop a performance management cycle suitable for a specific type of organization,
  • give examples on digitization of performance management and evaluate performance management (and feedback) tools for a specific organizational purpose,
  • demonstrate the importance of rewards, specifically compensation and benefits, for People & Culture and its link with performance management,
  • contrast different reward systems, illustrate their most common instruments (types of salaries and non-salary incentives) and weigh the options in the light of a specific organizational context,
  • create conditions for a fair and transparent rewards system based on systematic job descriptions and salary bands as well as basic salaries and performance-based salary elements, for employees as well as executives and
  • consider the inclusion of sustainable (“green”) benefits in a total rewards system, take into consideration international differences in benefits and critically reflect on gender & diversity issues such as the gender pay gap.

Kennzahl der Lehrveranstaltung

1582-24-01-BB-DE-43