Announcements

 

Academy Documents

Kindly access the Students' Policies & Forms by clicking on the button below. The following documents, among others, can be found there: Student Handbook, Student Code of Conduct, Students' Privacy Notice, Deferral, Suspension, and Cancellation Policy, Assignment Extension Policy, Re-Sit Policy, Complaints Procedure Policy, Equality Policy, and Student Disciplinary Policy.

Students' Policies & Forms

 

Sessions' Venue

All sessions will be held at:

21 Academy, 21 Business Centre, No. 20., Triq in-Nutar Debono, Naxxar NXR 2525

 

Lecture Schedule & Notes

Lecture notes will be available during the week following the respective lecture. Schedule dates are indicative and may change. All changes, if any, may be communicated via email, SMS or telephone calls.

LectureDateTimePresentationNotes (If Any)
Lecture 0128 April 202509:00 to 13:00hrs
Lecture 022 May 202509:00 to 13:00hrs
Lecture 035 May 202509:00 to 13:00hrs
Lecture 049 May 202509:00 to 13:00hrs
Lecture 0512 May 202509:00 to 13:00hrs
Lecture 0616 May 202509:00 to 13:00hrs
Lecture 0719 May 202509:00 to 13:00hrs
Lecture 0819 May 202513:00 to 17:00hrs
Lecture 092 June 202509:00 to 13:00hrs
Lecture 102 June 202513:00 to 17:00hrs
Lecture 116 June 202509:00 to 13:00hrs
Lecture 126 June 202513:00 to 17:00hrs
Lecture 139 June 202509:00 to 13:00hrs
Lecture 149 June 202513:00 to 17:00hrs
Lecture 1520 June 202509:00 to 13:00hrs
Lecture 1620 June 202513:00 to 17:00hrs

 

Lecturers 

Mr Paul Gauci

 

Lecture Summaries & Suggested Reading

Lecture 1 - HR Planning; An Introduction

Following this session students will be able to:

  • Understand the Importance of aligning HR planning with an overall business strategy. Furthermore, understand the importance of HR planning within a strategic HRM context.
  • Learn about the key steps of HR Planning: Key steps: Analysing Organizational Objectives; Assessing Current Human Resources; Forecasting Future HR Demand and Supply; Identifying Gaps; Developing HR Strategies; Implementing HR Plans; Monitoring and Evaluating HR Plan.
  • Critically evaluate the workforce short-, medium- and long-term requirements using appropriate, contemporary methodologies. Short-Term Workforce Planning: - Gap Analysis; Workforce Analytics; Scenario Planning;   Medium-Term Workforce Planning: - Skills Inventory and Development Plans; Segmentation     Long-Term Workforce Planning: - Strategic Workforce Planning (SWP); Scenario Projections.

Core Reading List

  • Taylor, S., 2019. Resourcing and talent management. 7th ed. London: Kogan Page.
  • Armstrong, M., 2019. Handbook of Reward Management Practice: Improving Performance Through Reward. 6th ed. London: Kogan Page.

Supplementary Reading List

  • Green, K., 2019. Competitive People Strategy: How to Attract, Develop and Retain the Staff You Need for Business Success. London: Kogan Page
  • Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2019. Talent management: context matters. The International Journal of Human Resource Management, 31(4), pp.457-473.
  • Meyers, M., van Woerkom, M., Paauwe, J. and Dries, N., 2019. HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices. The International Journal of Human Resource Management, 31(4), pp.562 588.
  • Meirinhos, V., Abrunhosa, S. and Martins, D., 2018. Employees’ Retention: Concept, Practices, and Impact Factors. Journal of Human Resources Management Research, 2018, pp.1-10.

Online Resources

 

Lecture 2 - HR Planning: Tools and Techniques]

Following this session students will be able to:

  • Learn about the tools and techniques used in Human Resource Planning: These include: HR Management Software; Skill Inventory Databases; Gap Analysis Tools; Workforce Analytics Platforms; Forecasting.
  • Critically explain the key aspects of an organisation’s strategic talent acquisition processes; Workforce Planning; Employer Branding; Talent Sourcing; Candidate Experience; Data-Driven Decision Making; Diversity and Inclusion; Skill and Competency Assessment.
  • Critically design or develop resourcing strategies for different segments of a workforce: Identify Workforce Segments; Understand Needs and Objectives; Data-Driven Insights; Tailored Strategies for Each Segment; Technology Integration; Adaptability; Performance Measurement; Stakeholder Collaboration.

Core Reading List

  • Taylor, S., 2019. Resourcing and talent management. 7th ed. London: Kogan Page.
  • Armstrong, M., 2019. Handbook of Reward Management Practice: Improving Performance Through Reward. 6th ed. London: Kogan Page.

Supplementary Reading List

  • Green, K., 2019. Competitive People Strategy: How to Attract, Develop and Retain the Staff You Need for Business Success. London: Kogan Page
  • Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2019. Talent management: context matters. The International Journal of Human Resource Management, 31(4), pp.457-473.
  • Meyers, M., van Woerkom, M., Paauwe, J. and Dries, N., 2019. HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices. The International Journal of Human Resource Management, 31(4), pp.562 588.
  • Meirinhos, V., Abrunhosa, S. and Martins, D., 2018. Employees’ Retention: Concept, Practices, and Impact Factors. Journal of Human Resources Management Research, 2018, pp.1-10.

Online Resources

 

Lecture 3 - HR Planning: Recruitment and Selection]

Following this session students will be able to:

  • Appreciate the role of recruitment and selection to ensure business growth and success.
  • Understand the theory and practice of recruitment and selection to serve as underpinning knowledge in the design and implementation of a talent acquisition strategy. The theoretical aspect focuses on: Workforce Planning; Job Analysis; Employer Branding; Recruitment Methods; Selection Techniques. The practical side involves implementing strategies effectively: Sourcing Candidates; Screening; Interviewing; Testing; Onboarding.
  • Learn about the Recruitment and Selection challenges and strategies faced by Small and Medium Enterprises.

Core Reading List

  • Taylor, S., 2019. Resourcing and talent management. 7th ed. London: Kogan Page.
  • Armstrong, M., 2019. Handbook of Reward Management Practice: Improving Performance Through Reward. 6th ed. London: Kogan Page.

Supplementary Reading List

  • Green, K., 2019. Competitive People Strategy: How to Attract, Develop and Retain the Staff You Need for Business Success. London: Kogan Page
  • Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2019. Talent management: context matters. The International Journal of Human Resource Management, 31(4), pp.457-473.
  • Meyers, M., van Woerkom, M., Paauwe, J. and Dries, N., 2019. HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices. The International Journal of Human Resource Management, 31(4), pp.562 588.
  • Meirinhos, V., Abrunhosa, S. and Martins, D., 2018. Employees’ Retention: Concept, Practices, and Impact Factors. Journal of Human Resources Management Research, 2018, pp.1-10.

Online Resources

 

Lecture 4 - Talent Acquisition: An Intoduction]

Following this session students will be able to:

  • Highlight the importance of tailored human resource strategies for diverse workforce segments.
  • Understand critical strategies and processes to attract the right human resources for different segments of the workforce using different approaches.
  • Appreciate the important role of Employer Branding in talent attraction.
  • Develop a strong employer brand that appeals to different segments through inclusivity and diversity.

Core Reading List

  • Taylor, S., 2019. Resourcing and talent management. 7th ed. London: Kogan Page.
  • Armstrong, M., 2019. Handbook of Reward Management Practice: Improving Performance Through Reward. 6th ed. London: Kogan Page.

Supplementary Reading List

  • Green, K., 2019. Competitive People Strategy: How to Attract, Develop and Retain the Staff You Need for Business Success. London: Kogan Page
  • Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2019. Talent management: context matters. The International Journal of Human Resource Management, 31(4), pp.457-473.
  • Meyers, M., van Woerkom, M., Paauwe, J. and Dries, N., 2019. HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices. The International Journal of Human Resource Management, 31(4), pp.562 588.
  • Meirinhos, V., Abrunhosa, S. and Martins, D., 2018. Employees’ Retention: Concept, Practices, and Impact Factors. Journal of Human Resources Management Research, 2018, pp.1-10.

Online Resources

 

Lecture 5 - Talent Acquisition: A Focus on Recruitment

Following this session students will be able to:

  • Understand the Talent Acquisition Process.
  • Define and explain the key stages and importance of recruitment within an organization.
  • Learn about the various methods of recruitment and how to write job postings.
  • Critically propose or apply appropriate tools and methods used in talent acquisition

Core Reading List

  • Taylor, S., 2019. Resourcing and talent management. 7th ed. London: Kogan Page.
  • Armstrong, M., 2019. Handbook of Reward Management Practice: Improving Performance Through Reward. 6th ed. London: Kogan Page.

Supplementary Reading List

  • Green, K., 2019. Competitive People Strategy: How to Attract, Develop and Retain the Staff You Need for Business Success. London: Kogan Page
  • Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2019. Talent management: context matters. The International Journal of Human Resource Management, 31(4), pp.457-473.
  • Meyers, M., van Woerkom, M., Paauwe, J. and Dries, N., 2019. HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices. The International Journal of Human Resource Management, 31(4), pp.562 588.
  • Meirinhos, V., Abrunhosa, S. and Martins, D., 2018. Employees’ Retention: Concept, Practices, and Impact Factors. Journal of Human Resources Management Research, 2018, pp.1-10.

Online Resources

 

Lecture 6 - Talent Acquisition: Job Descriptions & Selection Strategies

Following this session students will be able to

  • Develop Job Descriptions and Specifications: Learn how to create accurate job descriptions and person specifications to align with organizational needs.
  • Identify effective selection strategies and techniques for jobs at various levels
  • Debate the advantages and disadvantages of internal v external recruiting
  • Understand the role of using outsourcing in selection

Core Reading List

  • Taylor, S., 2019. Resourcing and talent management. 7th ed. London: Kogan Page.
  • Armstrong, M., 2019. Handbook of Reward Management Practice: Improving Performance Through Reward. 6th ed. London: Kogan Page.

Supplementary Reading List

  • Green, K., 2019. Competitive People Strategy: How to Attract, Develop and Retain the Staff You Need for Business Success. London: Kogan Page
  • Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2019. Talent management: context matters. The International Journal of Human Resource Management, 31(4), pp.457-473.
  • Meyers, M., van Woerkom, M., Paauwe, J. and Dries, N., 2019. HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices. The International Journal of Human Resource Management, 31(4), pp.562 588.
  • Meirinhos, V., Abrunhosa, S. and Martins, D., 2018. Employees’ Retention: Concept, Practices, and Impact Factors. Journal of Human Resources Management Research, 2018, pp.1-10.

Online Resources

 

Lecture 7 - Talent Acquisition: Selection Tools and Techniques]

Following this session students will be able to:

  • Approach systematically the process of creating, refining, and implementing effective tools and strategies to assess whether candidates meet the required standards or fit specific roles.
  • Implement Selection Techniques: Identify and apply different selection techniques, such as interviews, assessment centres, and psychometric testing.
  • Critically assess the processes, methods and apply different techniques to evaluate the competence and appropriateness of candidates.

Core Reading List

  • Taylor, S., 2019. Resourcing and talent management. 7th ed. London: Kogan Page.
  • Armstrong, M., 2019. Handbook of Reward Management Practice: Improving Performance Through Reward. 6th ed. London: Kogan Page.

Supplementary Reading List

  • Green, K., 2019. Competitive People Strategy: How to Attract, Develop and Retain the Staff You Need for Business Success. London: Kogan Page
  • Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2019. Talent management: context matters. The International Journal of Human Resource Management, 31(4), pp.457-473.
  • Meyers, M., van Woerkom, M., Paauwe, J. and Dries, N., 2019. HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices. The International Journal of Human Resource Management, 31(4), pp.562 588.
  • Meirinhos, V., Abrunhosa, S. and Martins, D., 2018. Employees’ Retention: Concept, Practices, and Impact Factors. Journal of Human Resources Management Research, 2018, pp.1-10.

Online Resources

 

Lecture 8 - Talent Acquisition: Interviewing Techniques

Following this session students will be able:

  • To learn how to conduct face to face interviews for selection purposes.
  • Understand Different Interview Formats: Gain knowledge of various types of interviews, such as structured, unstructured, panel, and behavioural interviews, and their applications.
  • Develop Questioning Skills: Learn to craft open-ended and targeted questions that reveal candidates' competencies, motivations, and problem-solving skills.
  • Assess Candidate Fit: Understand how to evaluate whether candidates align with the role requirements and organizational values.
  • Minimize Bias: Learn techniques to conduct fair interviews and recognize unconscious iases to ensure equity in the selection process.
  • Practice Interview Preparation: Acquire skills to research and plan interviews, including reviewing candidate profiles and defining evaluation criteria.
  • Conduct talent acquisition interviews through online means.

Core Reading List

  • Taylor, S., 2019. Resourcing and talent management. 7th ed. London: Kogan Page.
  • Armstrong, M., 2019. Handbook of Reward Management Practice: Improving Performance Through Reward. 6th ed. London: Kogan Page.

Supplementary Reading List

  • Green, K., 2019. Competitive People Strategy: How to Attract, Develop and Retain the Staff You Need for Business Success. London: Kogan Page
  • Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2019. Talent management: context matters. The International Journal of Human Resource Management, 31(4), pp.457-473.
  • Meyers, M., van Woerkom, M., Paauwe, J. and Dries, N., 2019. HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices. The International Journal of Human Resource Management, 31(4), pp.562 588.
  • Meirinhos, V., Abrunhosa, S. and Martins, D., 2018. Employees’ Retention: Concept, Practices, and Impact Factors. Journal of Human Resources Management Research, 2018, pp.1-10.

Online Resources

 

Lecture 9 - Talent Acquisition: AI Innovation and Cultural Context

Following this session students will be able to

  • Relate AI Innovation to the talent acquisition process.
  • Understand how AI innovation has significantly transformed the talent acquisition process, making it more efficient, data-driven, and candidate-friendly.
  • Appreciate how recruitment and selection practices differ across various cultural and international contexts.

Core Reading List

  • Taylor, S., 2019. Resourcing and talent management. 7th ed. London: Kogan Page.
  • Armstrong, M., 2019. Handbook of Reward Management Practice: Improving Performance Through Reward. 6th ed. London: Kogan Page.

Supplementary Reading List

  • Green, K., 2019. Competitive People Strategy: How to Attract, Develop and Retain the Staff You Need for Business Success. London: Kogan Page
  • Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2019. Talent management: context matters. The International Journal of Human Resource Management, 31(4), pp.457-473.
  • Meyers, M., van Woerkom, M., Paauwe, J. and Dries, N., 2019. HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices. The International Journal of Human Resource Management, 31(4), pp.562 588.
  • Meirinhos, V., Abrunhosa, S. and Martins, D., 2018. Employees’ Retention: Concept, Practices, and Impact Factors. Journal of Human Resources Management Research, 2018, pp.1-10.

Online Resources

 

Lecture 10 - Retention: An Introduction

Following this session students will be able to

  • Explain the importance of employee retention within HRM.
  • Appreciate that retention represents an organization's ability to foster loyalty, build sustainable success, and create a thriving, dynamic workplace.
  • Critically demonstrate the reasons and importance for having an employee retention strategy and how it aligns with organisational goals to support the development and growth of an organisation.

Core Reading List

  • Taylor, S., 2019. Resourcing and talent management. 7th ed. London: Kogan Page.
  • Armstrong, M., 2019. Handbook of Reward Management Practice: Improving Performance Through Reward. 6th ed. London: Kogan Page.

Supplementary Reading List

  • Green, K., 2019. Competitive People Strategy: How to Attract, Develop and Retain the Staff You Need for Business Success. London: Kogan Page
  • Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2019. Talent management: context matters. The International Journal of Human Resource Management, 31(4), pp.457-473.
  • Meyers, M., van Woerkom, M., Paauwe, J. and Dries, N., 2019. HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices. The International Journal of Human Resource Management, 31(4), pp.562 588.
  • Meirinhos, V., Abrunhosa, S. and Martins, D., 2018. Employees’ Retention: Concept, Practices, and Impact Factors. Journal of Human Resources Management Research, 2018, pp.1-10.

Online Resources

 

Lecture 11 – Retention: Managing Retention Strategies

Following this session students will be able to

  • Critically relate the multiple aspects of managing employee retention and the impact of attrition on an organisation.
  • Understand how to manage Employee Retention through Engagement and Job Satisfaction;
  • Compensation and Benefits; Career Development; Work-Life Balance; Organisational Culture.
  • Appreciate the Impact of Attrition on Organisations: Financial Costs; Loss of Expertise; Employee Morale; Reputation; Operational Disruption.
  • Critically evaluate and compare retention strategies and identify appropriate systems. Retention strategies are diverse, designed to address various organisational goals and workforce dynamics. This involves analysing their strengths, weaknesses, and appropriateness for different contexts. Strategies will include: -Employee Engagement Programmes; Professional Development Initiatives; Flexible Work Arrangements; Recognition and Reward Systems; Wellness Programs; Succession Planning.

Core Reading List

  • Taylor, S., 2019. Resourcing and talent management. 7th ed. London: Kogan Page.
  • Armstrong, M., 2019. Handbook of Reward Management Practice: Improving Performance Through Reward. 6th ed. London: Kogan Page.

Supplementary Reading List

  • Green, K., 2019. Competitive People Strategy: How to Attract, Develop and Retain the Staff You Need for Business Success. London: Kogan Page
  • Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2019. Talent management: context matters. The International Journal of Human Resource Management, 31(4), pp.457-473.
  • Meyers, M., van Woerkom, M., Paauwe, J. and Dries, N., 2019. HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices. The International Journal of Human Resource Management, 31(4), pp.562 588.
  • Meirinhos, V., Abrunhosa, S. and Martins, D., 2018. Employees’ Retention: Concept, Practices, and Impact Factors. Journal of Human Resources Management Research, 2018, pp.1-10.

Online Resources

 

Lecture 12 - Retention: Tools and Methods used in Retention Strategies

Following this session students will be able to

  • Critically propose or apply appropriate tools and methods used in retention strategies. Retention strategies are essential for maintaining a strong and motivated workforce. Some tools and methods include:-  Employee Engagement Surveys; Performance Management Systems; Learning and Development Programmes; Recognition Platforms; Exit Interviews and Stay Interviews.
  • Identify and implement various retention strategies, including compensation, benefits, and work-life balance.  To successfully retain talent identifying and implementing strategic methods is key. Strategies involve compensation, benefits, and work-life balance, with steps for implementation:  Specifically these relate to Compensation-Based Retention Strategies; Benefits-Based Retention Strategies; Work-Life Balance Strategies.

Core Reading List

  • Taylor, S., 2019. Resourcing and talent management. 7th ed. London: Kogan Page.
  • Armstrong, M., 2019. Handbook of Reward Management Practice: Improving Performance Through Reward. 6th ed. London: Kogan Page.

Supplementary Reading List

  • Green, K., 2019. Competitive People Strategy: How to Attract, Develop and Retain the Staff You Need for Business Success. London: Kogan Page
  • Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2019. Talent management: context matters. The International Journal of Human Resource Management, 31(4), pp.457-473.
  • Meyers, M., van Woerkom, M., Paauwe, J. and Dries, N., 2019. HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices. The International Journal of Human Resource Management, 31(4), pp.562 588.
  • Meirinhos, V., Abrunhosa, S. and Martins, D., 2018. Employees’ Retention: Concept, Practices, and Impact Factors. Journal of Human Resources Management Research, 2018, pp.1-10.

Online Resources

 

Lecture 13 - Retention: Creating and Evaluating Retention Plans]

Following this session students will be able to

  • Develop effective retention plans to ensure talent is retained. Creating effective retention plans is essential for retaining talent and maintaining a motivated workforce. Strategies will include:- Enhance Employee Engagement; Offer Competitive Compensation; Prioritize Career Development; Build a Positive Work Environment;  Analyse Retention Data.
  • Explore ways to enhance employee engagement and satisfaction to improve retention. These include: - Foster Open Communication; Personalize Recognition and Rewards; Encourage Collaboration; Empower Autonomy and Innovation; Invest in Well-Being; Provide Purpose and Meaning; Create Opportunities for Growth; Tailor Benefits and Perks.
  • Evaluate the effectiveness of retention strategies through metrics and feedback. Some steps using metrics and feedback include - Employee Turnover Rate; Retention Rate; Exit Interview Data; Engagement Scores; Internal Mobility Rates; Conduct Feedback Loops; Employee Surveys; Focus Groups; Analyse Programme-Specific Data: e.g. Assess participation rates in initiatives like mentoring, wellness programs, or training sessions. Review the impact of perks and benefits (e.g., flexible working hours, bonuses) on retention. Benchmark Against Industry Standards.

Core Reading List

  • Taylor, S., 2019. Resourcing and talent management. 7th ed. London: Kogan Page.
  • Armstrong, M., 2019. Handbook of Reward Management Practice: Improving Performance Through Reward. 6th ed. London: Kogan Page.

Supplementary Reading List

  • Green, K., 2019. Competitive People Strategy: How to Attract, Develop and Retain the Staff You Need for Business Success. London: Kogan Page
  • Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2019. Talent management: context matters. The International Journal of Human Resource Management, 31(4), pp.457-473.
  • Meyers, M., van Woerkom, M., Paauwe, J. and Dries, N., 2019. HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices. The International Journal of Human Resource Management, 31(4), pp.562 588.
  • Meirinhos, V., Abrunhosa, S. and Martins, D., 2018. Employees’ Retention: Concept, Practices, and Impact Factors. Journal of Human Resources Management Research, 2018, pp.1-10.

Online Resources

 

Lecture 14 - Reward Strategy: An Introduction

Following this session students will be able to

  • Understand the Concept of Reward Strategy: Define and explain the concept of reward strategy and its importance in HRM.
  • Critically explain the different total reward structure components, processes involved and related reward theories and practices.
  • Compare and contrast different types of reward systems and their impact on employee motivation and performance.
  • Identify Key Components: Identify and describe the key components of an effective reward strategy, including financial and non-financial rewards.

Core Reading List

  • Taylor, S., 2019. Resourcing and talent management. 7th ed. London: Kogan Page.
  • Armstrong, M., 2019. Handbook of Reward Management Practice: Improving Performance Through Reward. 6th ed. London: Kogan Page.

Supplementary Reading List

  • Green, K., 2019. Competitive People Strategy: How to Attract, Develop and Retain the Staff You Need for Business Success. London: Kogan Page
  • Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2019. Talent management: context matters. The International Journal of Human Resource Management, 31(4), pp.457-473.
  • Meyers, M., van Woerkom, M., Paauwe, J. and Dries, N., 2019. HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices. The International Journal of Human Resource Management, 31(4), pp.562 588.
  • Meirinhos, V., Abrunhosa, S. and Martins, D., 2018. Employees’ Retention: Concept, Practices, and Impact Factors. Journal of Human Resources Management Research, 2018, pp.1-10.

Online Resources

 

Lecture 15 - Reward Strategy: Policies and Tools

Following this session students will be able to

  • Critically formulate total reward strategies, polices, and practices based on organisational goals, mission and values and appropriate research and data analysis: Performance-Based Rewards; Non-Monetary Recognition.
  • Understand the use of Data-Driven Decision-Making; Clear Communication; Link to Organizational Goals; Monitor Fairness and Inclusivity and to Regularly audit reward systems to ensure they are equitable across roles, genders, and departments.
  • Critically propose or apply appropriate tools and methods used in reward strategies. These include: Job Evaluation Systems; Compensation Software; Employee Feedback Platforms; Recognition Platforms; "Employee of the Month," certificate; Flexible Benefits; Equity-Based Rewards
  • Debate the advantages and disadvantages of individual v team-based reward

Core Reading List

  • Taylor, S., 2019. Resourcing and talent management. 7th ed. London: Kogan Page.
  • Armstrong, M., 2019. Handbook of Reward Management Practice: Improving Performance Through Reward. 6th ed. London: Kogan Page.

Supplementary Reading List

  • Green, K., 2019. Competitive People Strategy: How to Attract, Develop and Retain the Staff You Need for Business Success. London: Kogan Page
  • Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2019. Talent management: context matters. The International Journal of Human Resource Management, 31(4), pp.457-473.
  • Meyers, M., van Woerkom, M., Paauwe, J. and Dries, N., 2019. HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices. The International Journal of Human Resource Management, 31(4), pp.562 588.
  • Meirinhos, V., Abrunhosa, S. and Martins, D., 2018. Employees’ Retention: Concept, Practices, and Impact Factors. Journal of Human Resources Management Research, 2018, pp.1-10.

Online Resources

 

Lecture 16 - Reward Strategy: Evaluation and Cultural Context

Following this session students will be able to

  • Evaluate Reward Strategies: Learn how to evaluate the effectiveness of reward strategies and make necessary adjustments. A structured approach will be presented: Define Clear Goals; Gather Data; Analyse Feedback; Benchmark Against Industry Standards; Assess Cost-Benefit Ratio; Identify Gaps; Pilot Adjustments; Implement Changes; Monitor Continuously.
  • Explore how reward strategies vary across different cultures and international contexts. Reward strategies often differ significantly across cultures and international contexts due to varying values, norms, and motivational factors. These include Individual vs. Group-Oriented Rewards; individualistic cultures; collectivist cultures; Monetary vs. Non-Monetary Rewards; Power Distance and Hierarchy; Recognition Practices;  Cultural Attitudes Toward Short Term and Long-Term Rewards.

Core Reading List

  • Taylor, S., 2019. Resourcing and talent management. 7th ed. London: Kogan Page.
  • Armstrong, M., 2019. Handbook of Reward Management Practice: Improving Performance Through Reward. 6th ed. London: Kogan Page.

Supplementary Reading List

  • Green, K., 2019. Competitive People Strategy: How to Attract, Develop and Retain the Staff You Need for Business Success. London: Kogan Page
  • Gallardo-Gallardo, E., Thunnissen, M. and Scullion, H., 2019. Talent management: context matters. The International Journal of Human Resource Management, 31(4), pp.457-473.
  • Meyers, M., van Woerkom, M., Paauwe, J. and Dries, N., 2019. HR managers’ talent philosophies: prevalence and relationships with perceived talent management practices. The International Journal of Human Resource Management, 31(4), pp.562 588.
  • Meirinhos, V., Abrunhosa, S. and Martins, D., 2018. Employees’ Retention: Concept, Practices, and Impact Factors. Journal of Human Resources Management Research, 2018, pp.1-10.

Online Resources

 

 

Methods of Assessment

Assignment (70% of final grade)

Presentation (30% of final grade)

 

Assignment

You are required to choose one of the three questions available in the Assignment Submission Form made available by clicking the button below. The assignment must be submitted no later than Thursday, 17 July 2025, along with the Assignment Submission Form. Please ensure that you indicate the question you have addressed on the Assignment Submission Form.

The Assignment Submission Form will be made available here.

For guidance on how to plan, draft, and submit your assignment, please refer to the 21 Academy presentation on Writing and Submitting Your Assignment by clicking the button below.

Writing and Submitting Your Assignment

We are also providing the 21 Academy's Assignments Rubric for your reference. This rubric is a performance-based assessment tool that tutors will use for grading, and it will help you understand the requirements of the assignment and how it will be assessed.

Assignments Rubric

 

Group Presentation

You will be asked to design and deliver a group presentation on the module's topic. The presentation should be delivered in 20 minutes, and each member of the group should deliver part of the presentation. The presentation will be delivered on 20 June, 2025 towards the end of the session.

The Presentation Submission Form will be made available here at a later date.

A Presentation Rubric is being made available for your guidance below. This is a performance-based assessment tool. Tutors will use the rubric to assist them to allocate scoring while it allows students to understand what is required in the presentation and how your presentation will be graded.

Presentation Rubric

Your presentation should be also be submitted in pdf format on Turnitin by not later than 24 hours before it is being delivered. Do not scan the presentation but convert/save it directly to pdf.

Note that the submitted presentations will be scanned for plagiarism.

 

Referencing Style

Your assignment and presentation should be referenced using the Harvard Referencing style. Please follow a short video, by clicking on the button below, to understand this referencing style.

Harvard Referencing Style

 

Submitting Assignments and Presentations - Turnitin

The Academy will notify you via email when the assignment questions become available. Shortly after, you will receive another email from Turnitin, likely on the same day, confirming your enrolment in a "class" where you can upload your assignment(s).

Please ensure that your assignments are submitted no later than 23:59 on the assignment submission deadline, as indicated on the Assignment Submission form or in the Turnitin "class."

At 21 Academy, you have the option to submit multiple drafts before the final submission deadline. The version uploaded at the deadline will be treated as your final submission for assessment. Please note that Turnitin evaluates the same assignment twice within a 24-hour period, so any additional submissions during this time will not be reviewed until the 24-hour period has passed. Ensure that your final submission does not exceed 20% similarity, particularly when using direct quotations.

Follow this very short video to understand how to submit your assignment through Turnitin

Submitting a Paper

To understand the similarity report generated by Turnitin follow this 1 minute video

Understanding the Similarity Report