N$)$ An individual is asked to read the article listed below. After having read the article please answer the following:

$1)$What are the two most important questions that comes to the individual$$s mind to discuss or talk about?

$2)$Succinctly try to describe in a few words what does the article is all about$/$talks about.

Article:

$$The Importance of Aligning Rewards To Performance Achievements In The New Normal$$ found on Forbes written by Tanya Jansen Nov $29,2022.$

Tanya is the Co$-$Founder and CMO of beqom, a global enterprise$-$wide cloud$-$based total compensation management platform. In $2022,$ the pandemic has led to a significant shift in employees, with quit rates hovering around $4$ million a month. Employers must reevaluate their offerings to attract and retain talent. Traditional office$-$oriented benefits have become less important due to hybrid and remote working environments. Compensation and rewards are crucial for employees, especially with rising inflation and cost of living. With the odds of a recession at $65\%,$ employers must stay conservative to stay competitive. Employers must offer compensation and rewards that differentiate them in the talent market and motivate employees.

Annual performance reviews, which are crucial for employee growth and retention, are becoming outdated. Instead of yearly reviews, organizations could incentivize employees throughout the year with bonuses, short$-$term incentives, and feedback. This concept of real$-$time rewards focuses on delivering incentives to keep employees engaged and driving a high$-$performance culture. Managers can recognize employees' successes and business contributions with rewards when they matter most, ensuring a more effective and efficient compensation system. This approach would require careful planning and execution to ensure a successful and rewarding work environment.

$1.$ Identify the annual comp budget and align distribution with performance: Companies can use a budget pool to reward employees throughout the year with the same budget they typically reserve for the end of the year, allowing managers to reward employees when they meet specific goals and perform at their best, creating more motivation and incentive for managers to provide feedback.

$2.$ Determine differentiated goals with employees: Managers and employees establish agile goals based on each individual's role and experience level. These goals can be short$-$term or long$-$term, and managers recognize and reward accomplishments promptly to maintain employee engagement. They can also heavily reward those outperforming others, demonstrating the impact of performance on rewards. Employers should ensure regular conversations to track performance, discuss progress, and encourage constructive feedback.

$3.$ Ensure transparent and fair reward systems: Fair and transparent compensation practices are crucial for employee and employer success. Employers should be proactive in leading communication and structuring discussions to avoid confusion. Technology can be used to measure rewards and distribute them fairly based on initial goals, ensuring fairness and transparency.

$4.$ Measure the results of the real$-$time rewards: Continuous performance management is a more effective approach to performance management than the traditional one$-$year cycle. This method aligns continuous performance discussions and feedback with compensation, providing measurable outcomes. It helps managers and leadership assess goals, employee engagement, and retention, enabling them to adjust strategies as needed. As $2023$ approaches, it's crucial for employees to understand their pay and performance links, as companies that retain and retain employees will thrive in the face of potential economic downturns.