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Table of Contents
As per the context of the business industry it is known that human resource management team have considered as one of the most crucial team in order to run the business in this competitive business industry. Following that, there are presences of several pieces of legislation that are conserved with the human resource management team. These are commonly known as Title VII of the Civil Rights Act of 1964 as well as Davis-Bacon Act of 1931 (Human Resources Management and the Law, 2020).
In accordance with the business industry it is known that the organizations and the human resource management team are closely linked with each other. Following that, the human resource management team is responsible for development of different types of strategically decisions in accordance with competitive advantage as well as profits and revenues.
As per the context of the business industry it is known that each and every organization needs to develop the performance management of the HR team. Following that, performance management is the linking procedure with the objectives of the employees and the organizational goals. In addition, performance management procedure includes different steps such as training or coaching, mentoring as well as assessment (Allen, 2020).
In accordance with the business environment, it is known that contract management is responsible for incorporating different processes or steps within the organization context. These steps are commonly known as recruitment of new employees, arrangement of training schedules, compensations and many more.
As per the context of the business industry it is known that the management team of the business organization has used feedbacks from their customers as well as organizational employees in order to improve the performance of HR team. Besides, the feedbacks have been used by the management team through various processes such as assessment of weakness especially in the training programmes or recruitment procedures.
In accordance with the business scenario, the selected company has used the code of conduct for some reasons such as maintain the workplace conflict of interest as well as reduce the discrimination in the work place which in turn, help the to maintain the diversity culture in the organizational premises.
In order to impellent the code of conduct within the organization, the HR team of the selected company follows some processes which are mentioned in the following table:
Effective ways to implement code of conductW
strategies to achieve the aims of the communication activities
technologies and media to achieve the aims of the communication strategies
As per the context of the business industry, in order to implement the code of conduct within the organization, the management team has developed organizational code of conduct with the help of government policies.
In accordance with the business scenario, there are presences of multiple ways in order to monitor the employee’s performance. The management team has arranged a reward system in order to promote the value of the employees. Besides, the companies have to arrange other benefits for the employees keep them motivated.
It is known that the organizational code of conduct has been developed on the basis of the company’s rules, ethical principles as well as core values. The management team has to first recognize the organizational values and then they implement the code of conduct with the organizational as well as HR policies in order to maintain the organizational values.
As per the context of the business industry, there is the presence of two types of service level agreements such bas service based as well as customer based (Tseng, 2020). Following that, in order to implement the code of conduct into the organizational context, the management team of the organizations firstly recognizes their service level agreements in accordance with the organizational service s well as customers. Furthermore, the management team has to monitor the performance of their employees in order to meet the needs of their customers (Pärli&Vögtli, 2020).Besides, the organization should incorporate different laws proposed by the government in order to maintain an ideal workplace. After that, the organization will be able to incorporate the code of conduct within the selected organizational context.
In accordance with the business industry, it is known that the code of conduct within the organization has been developed on the basis of three elements such as effective communication, proper definition as well as implementation of monitoring tools (Burns, 2020). Following that, the management team of the organization implement the code of conduct with government laws in order develops a strong HR team which in turn, helps the company to operate its business with proper incorporation of organizational policies.
In accordance with the business scenario, the selected company is responsible to monitor its management inputs which include completion of reporting as well as training procedure. Following that, the selected company is responsible for implementing different types of operational plans which incorporate different types of functions such as performance management as well as workflow.
As per the given scenario, the research conductor has to play the role for HR manager in the selected company. Following that, in order to take action against the sexual harassment, the researcher has taken legal action in to consideration. Besides, as per the organizational policy the HR manager also has the power to terminate that employee who has done wrong.
There are presences of different types of consequences such as the terminated employee can do a case against the company in order to promote his image.
As per the given scenario, the consequences are also affected the business organization. The terminated employee can create a bad image of the company in social media which in turn, affect the good will of the selected company.
Being a HR manager of a renounced company it is my duty to provide all the information about the company’s policies. Besides, I have to provide scheduled base meetings to other team members in order to develop a strong team. These meetings are only happened in order to keep their membersmotivated about the company.
As per the given scenario, there are presences of some laws that the company has to follow in their organizational policies. These are known as sex discrimination act 1984 as well as racial discrimination act 1975 (Van Gramberg, Teicher, Bamber& Cooper, 2020).
Being a HR manager it is my duty to implement a strong policy within the selected organizational context. Following that, state legislation rules have to be followed in order to operate the organizational business with proper maintenance of work culture.
When the issue of sexual harassment was taken to the manager, he was quite upset about the matter, as he wanted the HR manager to know about the same. As a result, the manager requested the employee to launch the complaint to the HR manager and focus on improving the activities within the workplace (Vettori&Nicolaides, 2016). Therefore, the HR officer should focus on implementing certain policies and regulations within the organisational premises that would help to abolish the issues and would create a healthy working environment for the employees. With the aid of this, the functioning of JKL Industries would be improved in a significant manner.
It is significant for each employee from the lower level to the higher level to understand the ways in which unethical behavior could be avoided in the workplace. With the help of this, one can analyses the ways in which the issues are raised and could identify them in a significant manner. The policies and regulations could be implemented in the workplace and the employees could be made aware of the ways in which they could be penalized due to their unofficial behavior. As a result, it will improve the quality of outcomes in the organization and enhance the working in a significant manner.
In order to make sure that the matter was resolved in a proper manner, it should be taken to the HR office immediately. This will allow the confidentiality of the matter to remain in a significant manner. Moreover, the issues of sexual harassment could be resolved. Besides this, the employees should be made aware of the ways in which these acts could be reduced in the workplace (Fitzgerald & Cortina, 2018). This will improve the business prospect and will enable them to understand the techniques in a significant manner. This will enable the implementation of policies in a significant manner and will eradicate some of the major consequences from the workplace.
In order to addressing this query, the researcher has delivered a recommendation to incorporate an artificial team or technological team in the organizational premise to secure the data. Besides, secured technology has to incorporate in order to avoid unauthorized access.
Allen, G. (2020). Public affairs in Australia: Evolving and enhancing corporate performance. Journal of Public Affairs, 20(1), e2066.
Burns, R. (2020). Freedom of association and collectivity in Australia. New Zealand Journal of Employment Relations (Online), 44(2), 20-34.
Edu.com.2020. Human Resources Management And The Law. [online] Available at: <https://www.inc.com/encyclopedia/human-resources-management-and-the-law.html#:~:text=Indeed%2C%20regulations%20and%20laws%20govern,placement%2C%20development%2C%20and%20compensation.&text=Another%20important%20piece%20of%20legislation,Equal%20Pay%20Act%20of%201963.> [Accessed 17 September 2020].
Fitzgerald, L. F., & Cortina, L. M. (2018). Sexual harassment in work organizations: A view from the 21st century.
Pärli, K., &Vögtli, J. (2020). Control and Sanction of Employees on the Basis of Codes of Conduct-A Question of Basic Labour (Human) Rights?. Labor Law Journal, 71(1), 71-84.
Tseng, Y. S. (2020). The Principles of Esports Engagement: A Universal Code of Conduct. Journal of Intellectual Property Law, 27(2), 209.
Van Gramberg, B., Teicher, J., Bamber, G. J., & Cooper, B. (2020). Employee Voice, Intention to Quit, and Conflict Resolution: Evidence from Australia. ILR Review, 73(2), 393-410.
Vettori, A. S., &Nicolaides, A. (2016).Sexual harassment at the workplace in the hospitality industry. African Journal of Hospitality, Tourism and Leisure, 5(2), 1-15.
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