Managing Performance and Rewards.  Q‌‍‍‍‍‌‌‌‌‌‍‍‌‌‍‍‍‍‍‍uestion 1: The following case study is from the ASIC moneySmart website. Please read the case study below and answer all questions from a) to c) Costa works for a large Australian company. Each year the company offers permanent employees an opportunity to buy up to $1,000 worth of shares. The shares can be bought at market rate with pre-tax income through a salary sacrifice arrangement. Costa checks the terms and conditions of the share offer. It says he cannot sell any shares for a period of three years from the purchase date. If he leaves the company within that time, he has to sell the shares and may have to pay extra tax. The company is performing and Costa intends to stay there for the next few years. He thinks the shares will be a good investment. By purchasing with pre-tax income, he can buy more shares than he could with after-tax income. He decides to go ahead and accept the full share offer. a) Is it fair that only permanent employees are able to purchase shares in their organisation? Why or why not? in your response give consideration to the implications for organi‌‍‍‍‍‌‌‌‌‌‍‍‌‌‍‍‍‍‍‍sational justice (250 words, 3 marks) b) Explain using supporting examples the meaning and the advantages of pretax income as an employee benefit. Include in your response the risks to Costa if he decides to buy shares in his company (250 words, 3 marks) Page 3 of 3 c) Are financial rewards the best way to incentivise the workforce? Critically discuss the merits of financial rewards (300 words, 6 marks) (12 marks, maximum 800 words) Question 2: HR professionals are clamouring for “analytics” the magic numbers that will help them combat attrition, hire the highest of high performers and predict the future success of the organization (Jones, 2014, p. 43) a) Do you agree with this statement? Why? Or why not? (200 words, 2 marks) b) Explain and provide examples of how predictive people analytics could be used to drive organisational performance (300 words, 4 marks) c) Critically discuss how people analytics could drive HR strategy. In your discussion provide examples of the type of strategy that may benefit from people analytics (350 words, 6 marks) (12 marks, maximum 800 w‌‍‍‍‍‌‌‌‌‌‍‍‌‌‍‍‍‍‍‍ords)