Incorporating the Code of Conduct into HR Policies and Practices
Human resources experts recruit and employ workers, outline procedures and policies, and govern employment activities. A code of conduct describes how a corporation’s personnel should act on an everyday basis. It echoes the organizations’ everyday set-ups, core ethics, and general business culture. There exist various ways in which companies can incorporate code of conduct into HR practices and policies, including communicating the policies and strategies to every employee and offering any required training to guarantee they comprehend the code. The code should be exercised and upheld by the administration to lead employees (Armstrong, 2016).
Likewise, HR can incorporate code of conduct into policies by basing the code in central principles such as integrity and trust, offering a means to report breaches confidentially, including ethical concerns in business training curriculums and creating a board committee to monitor the efficiency of the code. Moreover, human resources can distribute their policy brochures in applicable forms such as by email, or make them accessible on the business’s intranet website and guarantee the workers discern where to find the guidelines if they require to review them. HR should update the documents frequently. There should be induction training that offers the managers and new workers a chance to review and comprehend requirements and expectations (Oladinrin & Ho, 2016). Also, use employee handbooks and noticeboards to summarize the complete code of conduct and function as a reminder to employees.
References
Armstrong, M. (2016). Armstrong’s handbook of strategic human resource management. Kogan Page Publishers.
Oladinrin, O. T., & Ho, C. M. (2016). Critical enablers for codes of ethics implementation in construction organizations. Journal of Management in Engineering, 32(1), 04015023.