1.1 Evaluate the Principles of Reward and Its Importance to Organisational Culture and Performance Management

The principles or rewards are significant components of the culture and performance management of the organisation that plays a significant role in shaping the behaviour motivation and success of the organisation of the employees. With the help of evaluating this principle, anyone can understand their importance in providing a conducive environment of work and performance driving.

Initial equity and fairness are the significant paramount in the system of reward. The employees have the expectation to get rewarded fairly for their skills efforts and contributions. (Judge & Heneman, 2005). When the rewards are impartially distributed it increases the moral commitment and trust among the employees (Robbins and Judge, 2018). Fairness certifies that person of employees regarding the system of awards are just reducing the recent comments feelings or injustices which can undermine the performance and culture of the organisation.

Transparency is a significant principle that every employee must recognise the criteria for rewards and the way through which they can attain these rewards (Milkovich & Newman, 2016). A transparent system of reward promotes accountability and clarity by making employees able to align their efforts with the goals of the organisation effectively. In addition, transparency also flourishes a culture of openness and trust that provides collaboration and engagement among the employees.

Understanding is another significant motivator which reinforces the required performance and behaviour. Whether through praise, award or formal acknowledgement, the recognition of the achievement of employees increases their motivation, job satisfaction and morale. Furthermore, this recognition provides a positive culture of the organisation that is characterised by respect and appreciation and encourages the employees to go beyond and work in their roles.

Flexibility is a crucial system of rewarding with adaptation to versatile requirements of the employee and preferences. Multiple individuals get motivation through multiple incentives whether they are opportunities for career development and monetary rewards or balance initiatives of the work. These flexibilities permit the organisation to design the reward to the preferences of individuals and maximize their usefulness in engagement driving and performance.

The consistency certified that the system of reward is applicable uniformly throughout the organisation and prevents biases and favouritism. The consistent reward reinforces performance expectations and when you if an organisation which promotes the fairness and merits of a culture. Apart from this, consistency also increases the credibility of the system of rewards and provides confidence and trust among the employees.

The organisation`s goals alignment is difficult for certifying that the incentive of rewards outcomes and behaviour which contribute to the success of the organisation. At the time of revolving, there is a great connection between the performance metrics and strategic objectives. The employees are motivated to channel their efforts to achieve their goals. This alignment provides the reinforcement sense of direction and purpose that drives the performance and competitiveness of the organisation.

Ongoing improvement and evaluation are mandatory for certifying the systems of reward by remaining relevant and effective. The organisation should regularly check out the influence of the reward on the motivation of employee performance and engagement by making adjustments according to requirements. By soliciting the employee`s feedback and outcomes monitoring, organisations can refine their strategies of reward to better support their performance and culture objectives.

1.2 Explain How Policy Initiatives and Practices are Implemented.

The initiative and practices of the policy are implemented by a structured process that includes multiple key steps. Initially, these policies are revised or developed based on the identified Input and needs of stakeholders. A detailed plan of implementation is then generated, outlining the objectives, resources, responsibilities and timelines. Useful communication certificate and its implementation by supporting the training to equip the employees with mandatory knowledge and skills. The execution includes putting policies into action, coordinating efforts and updating the procedures throughout the organisation. Ongoing monitoring tracker progress and challenge identification. On the other hand, the feedback informs the adjustment. The evaluation assessment policy`s usefulness leads to improvement and reinforcements.

By following this approach systematically, the organisation can implement the policy successfully with practices and initiative. It also aligns with the goals of strategy and fosters are complaint culture with continuous improvement.

1.3 Explain How People and Organisational Performance Can Impact the Approach To Reward.

Organisation and people performance directly impact the reward approach. Individuals with high performance sometimes deserve and expect greater rewards and recognition for their contributions to the organisation. Organisations can adopt an approach of merit, rewarding performance with great exception having incentives such as promotions, recognition programs or bonuses. Conversely, underperformance individuals can require consequences development or support to encourage improvement.

The organisational performance also designed overall resources and budget allocated with the system of reward. When the organisation has good performance it can have more resources provided for the generous rewards. On the other hand, at times of poor performance period, organisations can need to adjust their strategies of reward to certify the alignment with the performance improvement and financial constraint goals. Therefore the organisation and people`s performance directly impact the implementation, design, and usefulness of the reward system within the organisation.

1.4 Compare Two Different Types of Benefits Offered By an Organisation and The Merits of Each.

Two common categories of benefits provided by the organisation are flexible arrangements of work and health insurance.

Health Insurance renders a great excess to the employees towards medical services that include hospital stays, checkups from doctors and the precipitation of drugs. Health insurance marriage depends on the ability of employees to promote financial security and well-being. It certifies that employees have the accessibility to mandatory services of healthcare without facing any burden of substantial finance. Therefore, the enhancement in the medical and Physical health. In addition, it offers the insurance of health which can retain and attract the top talent as it is a valuable advantage which demonstrates the commitment of the organisation to the Welfare of the employee.

The flexible arrangement of work including flexible hours or telecommuting hours, allows the employees to get control over their schedule and location of work. The flexible work arrangement promotes the balance of work life and improves the satisfaction and productivity of employees. The employees appreciate the flexibility for managing personal commitment while fulfilling the responsibilities of the job which leads to high morale and minimises stress. In addition, the flexible arrangement of work and broad pool of talent attract candidates who have valuable autonomy and flexibility in their environment of work.