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Module Specifications

Archived Version 2010 - 2011

Module Title Employee Performance and Accounting
Module Code HR565
School DCUBS

Online Module Resources

Module Co-ordinatorDr Brian HarneyOffice NumberQ117
Level 5 Credit Rating 5
Pre-requisite None
Co-requisite None
Module Aims

To give students an understanding of how employee performance policies can be aligned with reward systems to enhance the strategies, structures and policies of the organisation.

This module will help students understand developments in pay. They will be able to read trends and to identify the catalysts for change, whether these are fical, social or legislatives. The ramifications or reward structure change will be studied. The evolving role of the line manager in relation to performance manager will be carefully considered. Students will be able to apply the principles of reward management to diverse settings. They will also be made aware of common mistake in management of performance and reward.

Learning Outcomes

At the end of the module, the student will be able to:

  • Understand the nature and context of performance management and the need to set clear aims, identify key principles and evaluate the impact of performance management.
  • Distinguish between performance management and traditional performance appraisal schemes.
  • Understand the role of reward strategies and policies in an organisation and their potential for supporting change.
  • Comprehend the principles underlying performance management,motivation, and satisfaction, and appreciate the role of non-financial rewards
  • Contribute to the identifications of an appropriate employee reward strategy from an analysis of an organisations corporate strategy, and take part in the preparation of reward plans.
  • Understand the link between individual, group and organisastion level performance.

Indicative Time Allowances
Lectures 12
Independent Learning Time 63

Total 75
Assume that a 5 credit module load represents approximately 75 hours' work, which includes all teaching, in-course assignments, laboratory work or other specialised training and an estimated private learning time associated with the module.

Indicative Syllabus
  • The performance management contribution
  • Performance management process and skills
  • Performance management and empoyee development
  • Performance management and employee reward
  • Employee reward processes and structures
  • Job evaluation
  • Pay dicrimination and equal pay
  • Contingent pay
  • Evaluating perfromance management and reward systems
  • Performance management and reward roles
Continuous Assessment100% Examination Weight0%
Indicative Reading List
Armstrong, M. and Brown,  D. (2001) New Dimensions in Pay Management. London: CIPD.

Chartered Institue of Personnel and Development (2004) Reward Management 2004: A survey of policy and practice. London: CIPD

Williams, R. (2002) Managing Employee Performance. London: Thompson Learning.

Thorpe, R. and Homan, G. (2000) (eds) Strategic Reward Systems. London: Financial Times/Prentice Hall.
Many of the topics will be supported by allocated reading from the following journals: Human Resource Management,
Human Resource Management Review, Personnel Review and British Journal of industrail Relations.
Programme or List of Programmes
GDHRMGrad Dip in Human Resource Management
MHRMMasters in Human Resource Management