Latest Module Specifications
Current Academic Year 2025 - 2026
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Description The purpose of this module is to provide an understanding of the role of HR to prompt performance and commitment in organisations and resolve conflict. This involves an analysis of a number of key HR areas: performance management, reward, grievance and discipline, absenteeism and turnover. The module examines the role of performance management and reward in supporting the strategic objectives of the organisation in different business environments. It explores design decisions and identifies the knowledge and skills needed for effective performance review processes and reward strategies that are transparent, fair, ethical and improve people performance in modern organisations. The module will equip learners with the necessary skills and a critical understanding of the performance review process. It will also help students to understand the spectrum of reward techniques available to organisations and the linkages between reward, performance and strategic objectives. The module requires learners to reflect critically on theory and practice from an ethical and professional standpoint and provides opportunities for applied learning and continuous professional development. | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
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Learning Outcomes 1. Evaluate the strategic importance of managing performance for organisations including the design and implementation of policies and practices in the areas of performance management, reward, discipline, grievance, and absenteeism. 2. Discuss and evaluate global strategies for rewarding and keeping good performers in the organisation and managing underperformers. 3. Understand key elements of the performance management process including performance management and appraisal, reward management, absenteeism management and management of poor performance. 4. Utilise appropriate skills to undertake a range of performance management functions relating to managing performance and reward, disciplinary hearings, absenteeism and employee release from the organisation. 5. Evaluate the professional, ethical and legal obligations associated with managing performance | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
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All module information is indicative and subject to change. For further information,students are advised to refer to the University's Marks and Standards and Programme Specific Regulations at: http://www.dcu.ie/registry/examinations/index.shtml |
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Indicative Content and Learning Activities
Performance Management Strategies Perspectives on Performance Management. Behaviour-Orientated Approaches. Obtaining data about performance. Performance appraisal Varieties of Performance Appraisal. Problems with Appraisals. Legal & Ethical Issues. Reward Management Importance of pay in HRM, main types of payment systems, design issues, significance of fairness in rewards, how rewards fit with performance management systems Employee withdrawal Defining voluntary release. Causes of absenteeism. Turnover trends. Explaining & Reducing Turnover. Grievance and disciplinary The role of discipline and grievance in employment relations | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
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Indicative Reading List Books:
Articles: None | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||
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Other Resources None | ||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||||