Digital HR Practices IIa: Performance Management & Total Rewards

Brief description

  • Meaning of performance management and total rewards for the company’s success, job satisfaction, motivation, qualifications and engagement of employees
  • Phases, criteria, stakeholders and success factors for performance management programmes
  • Objectives and contributions of performance management to the company strategy
  • Definition of qualitative and quantitative objectives and selection of suitable indicators and data for performance measurement
  • Contribution of the company and employees to performance (resources, leadership, focus, feedback)
  • Selection of evaluators, measuring errors, feedback procedures and their impact on the company and employees
  • Reasons and possible measures in case of performance change (AMO framework)
  • Job evaluation based on objective criteria as basis for fair and transparent total rewards systems: job grading, job families and consideration of company-specific framework conditions
  • Determination of salary ranges for positions and job families
  • Tangible and intangible benefits considering individuals motives and interests
  • Gender pay gap, diversity, transparency and possible further influencing factors for total rewards systems

Mode of delivery

face to face

Type

compulsory

Recommended or required reading and other learning resources/tools

Bratton, J.& Gold, J. (2017). Human Resource Management: Theory and Practice (6th edition). Basingstoke: Palgrave Macmillan.
Crawshaw et al (2020) Human Resource Management: Strategic and International Perspectives, Sage, 3rd edition.
Martocchio, J. (2020): Strategic Compensation: A Human Resource Management Approach. Pearson (10th edition)
Niven, P., Lamorte, B. (2016): Objectives and Key Results: Driving Focus, Alignment, and Engagement with OKRs. Wiley
Petry, T., Jäger, W. (Hrsg.) (2018). Digital HR: Smarte und agile Systeme, Prozesse und Strukturen im Personalmanagement. Freiburg: Haufe.
Wilkinson, A., Bacon N., Snell, S., Lepak, D. (eds.) (2019). The SAGE Handbook of Human Resource Management. London: Sage.

Planned learning activities and teaching methods

Blended learning (classroom teaching and online, maybe also guest lectures), lecture, discussion in small groups, group work, digital learning formats (micro learning), peer feedback, reciprocal learning

Assessment methods and criteria

Continuous assessment and final written exam

Prerequisites and co-requisites

Strategic and Sustainable HR Management and HRM & (Digital) HR Practices I

Infos

Degree programme

Digital HR & angewandtes Arbeitsrecht

Cycle

Master

ECTS Credits

3.00

Language of instruction

English

Curriculum

Part-Time

Academic year

2024

Semester

2 SS

Incoming

No

Learning outcome

After successful completion of the course, the students can

  • describe the meaning of performance management and total rewards for the company’s success, the job satisfaction and engagement of employees
  • identify and analyse the main objectives, programmes, measures and methods for performance management and total rewards
  • select suitable methods and strategies and design evidence-based, fair and motivating framework conditions
  • analyse the impact of different performance management and total rewards approaches and develop sustainable measures for improvement
  • deduce requirements concerning digital tools and software solutions and suitable research tools (e.g. digital feedback tools, pulse survey)

Course code

1705-21-01-BB-DE-11