Solution (AC1.1) Evaluate the concept of evidence-based practice including how it can be applied to decision-making in people practice. The strategic choices of organisations within Human Resource management must rely on both research results and professional expertise instead of using intuition alone under Evidence-Based Practise. Evidence-based HR management practises enable organisations to make decisions which align with strategic goals through data analysis of both internal statistic...

Solution The legislative requirements which affect Eco-Insulate include the Equality Act 2010 and the National Minimum Wage Act 1998 and the Working Time Regulations 1998. The practise of rewards at Eco-Insulate undergoes substantial influence from each of the existing legislative requirements. The Equality Act 2010 Eco-Insulate should implement fair compensation policies per the 2010 Equality Act because the law applies the same way to both male and female employees (ACAS, 2024). Eco-...

Solution Formal approach: Factor comparison Job assessment through factor comparison involves multiple objective cheques of occupational characteristics such as skill requirements and responsibility and decision authority and working conditions (Vulpen, 2024). The set of criteria exists with defined numerical values for each level. The skills factor consists of three elements that range from routine to varied and complex skills. Jobs receive scores through the assessment against each v...

Solution Organisations conduct benchmarking operations when they evaluate their performance indicators alongside those of comparable organisations.  Benchmarking allows organisations to obtain market intelligence about rates and trends that enable them to establish competitive reward structures (Asq.org, 2025). Benchmarking provides organisations the capability to determine how their present reward systems align with the established performance benchmarks within and outside their organi...

Solution Organisations within reward management must consider outside business factors because environmental changes affect their performance effectiveness and responsiveness. PESTLE analysis shows fundamental impacting macro factors in reward decisions that originate from political, economic, social, technical, legal and environmental environments (CIPD 2023). Three principal aspects of PESTLE analysis influence Eco-Insulate's reward system through legal and economic and social factors. ...

Solution Recognition Schemes Organisations instal Recognition Schemes as formal workplace systems which provide rewards to employees for their achievements and performance excellence and behaviour appropriateness (CIPD, 2022). Schemes serve as non-financial motivational tools which use non-monetary incentives to praise employees for their achievements. These types of schemes both value staff insights and aid organisations in building cultures where workers perform deliberately instead of ...

Solution Benefits vs Rewards The worker may receive non-salary remuneration known as rewards under legal conditions and employer-initiated choices according to Cotton (2022). Medical support and retirement benefits as well as paid maternity and paternity leave are common components among reward packages provided to workers. The value of compensation for rewards directly relates to either the worker's performance achievements or their accomplishments. Wages along with commissions and perfo...

Solution Contingent Rewards The term contingent reward describes awards including financial and nonfinancial gifts that employees get once they reach their specified performance goals. Organisations reward employees with these incentives to achieve their set performative objectives as well as behavioural standards (CIPD, 2022). The distribution of contingent rewards at Eco-Insulate occurs through activity-based pay systems where installers receive incentives to complete defined numbers of...

Solution Businesses have multiple options to create and implement diverse compensation systems which manage employee pay. Formal Type Multigrade structure Eco-Insulate offers official compensation structures that consist of multiple grades for employees. A reasonable wage differentiation exists because these roles perform distinct work which matches their different skill requirements and work-related experience and accountability levels (Davidson Morris, 2023). The compensation stru...

Extrinsic rewards External rewards are provided by outside sources which include pay and incentives alongside other benefits according to AIHR (2024). External rewards can refer to any sort of incentive whether financial or non-financial which a person gets as motivation to complete tasks and achieve specific goals. Employee contribution growth during the short term can be achieved through external rewards systems. Staff members will increase their effort levels to receive higher compensa...