Reward management is concerned with the formulation and implementation of strategies and policies that aim to reward people fairly, equitably a fact, employers nowadays can hardly rely solely on base salary to attract and motivate their employees. More emphasis has other benefits, such as retirement benefits and learning opportunites. Performance and reward system should be market-based, equitable and cost-effective. Rewards do not only depend on skills, capabilities and experience of individuals, but also performance. In order to encourage top rate performers, employers must not only offer rewards for good work, but they must also have consequences for substandard work. Although, employers usually do not want to follow through with negative consequences, it is sometimes a necessary process. Otherwise, employees have no incentive to correct unacceptable behavior.Employers also needs to clearly know about what is recognized by the company and how these will be measured. So that they understand the relationship of performance and reward. Total reward may include anything value resulting of employment relationship to the employee with a goal to attract, motivate and attract talent. It can inclde financial and non-financial rewards and that these can change over time depending on their personal circumstances. Employers need to find out what attracts, engages individuals and explore how best they can meet these needs. It is important that the company how design's the elements of the reward package to suppot.What factors can determine rewarding for performance, qualification, experience, potential, behavior, effort, achieving goals, meeting targets. How the employees will be rewarded, the awards whether are company's work culture/characteristics are whether drived the right behavior/peformance/efforts the awards are be valued by the employees, the awards are how often to be given, how often the rewards are reviewed, the award is long or short term.Legal framework for reward system, such as payment of wage, restriction on wages deduction, minimum wage, benefit, such as share options or housing benefits. Major benefit plans may include: retirement benefit schemes, personal security, e.g. healthcare, dental, hospitalization, accident or life insurance, financial assistance, e.g. mortage interest subsidies, rental subsidies, staff discoung, education subsidies, personal needs, e.g. holidays and leave with pay chold care, fitness and facilities, use of holiday house, employee shares purchase plan, company car etc. welfares.3.1What is HR's role in corporate social responsibility? The HR function should help formulate and achieve environmental and social goals when also balancing these objectives with traditional financial performance metrics. The HR function can serve as a partner in determining what is needed or what is possible in formulating corporate values.At the same time, HR should play a key role in ensuring that employees implement the strategy consistently. For example, encouraging employees, through training and compensation to find ways to reduce the use of environmentally damaging chemicals in the products, assisting employees in identifying ways to recycle products that can be used for play grounds for children who do not have access to healthy places to play designing a company's HRM system to reflect equity development avoid well-being, thus contributing to the long-tem health.How HR policies shape the workplace and how HR can improve employee well-being through better working conditions and more positive workplace a cultures.