BSBHRM501 – MANAGE HUMAN RESOURCE SERVICES

TASK 4 (Integrate business ethics in HR practices)

1. what are two pieces of legislation that may apply to managing human resource?

 Title VII of the Civil Rights Act 1964 and subsequent amendments, including
the Civil Rights Act of 1991.
 Occupational Safety and Health Act of 1970

2. How do human resource strategies and planning processes relate to business and
operational plans?

 Human resource strategies and planning processes are related with business
and operational plan. Recruiting, training selecting the employees for the
organisation is the process to select capable candidate who can align with the
goal of the company and work on day-to-day operational basis according to
the plan and procedure of the company to attain the target.

 Decision making
 Management prac ces
 Support management
 Regular goals development
 Coordina on
 Training and development
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   Recruitment
  Organize the *nancial plans
 Decision making
 Management practices
 Support management
 Regular goals development
 Coordination
 Training and development
 Recruitment
 Organize the financial plans

3. What is performance management for the delivery of HR services in your own

words?

 Performance management for the delivery of HR services is managing the

day-to-day activity in an effecting manner in order to select, hire, and train the
right candidate for the right job so that the organisational goal can be made
achievable. The performance management motivates the employees, it
includes activities that ensure that organizational goals are being consistently
met in an effective way. It can focus on performance of the employees, a
department, processes to build a product or service. And it is really important,
once there is much more job retention and the productivity of workers is much
higher when they are satisfied with their jobs, compared to those who are not
happy with their jobs.

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4. What is contract management for HR service delivery in your own words?

 The contract created between two parties for the shake of the development of
the company and to achieve the goal of the company and to maintain the
quality of HR services. The contract management for HR service delivery
contracts all the supplies, employees and partners, and it need to meet the
contracts requirements as support, negotiation and monitoring.

5. How is feedback used to modify the delivery of human resources?

 Feedback is the tool which helps the management to know how the
performance is going or what is the level of performance by using particular
strategy so if the feedback is not good the strategy can be changed so that
better result will be obtained so in this way, modification in the delivery of
human resources is done with the help of feedback. Feedback also is
essential once it measures the HR performance. It’s really important to know
about the internal factors and workplace environment, so I can see what’s is
going on, showing what is being good for my employees and what needs to
be improved.

6. a) requirement of the organisation’s code of conduct?

 Employees and officers of JKL Industries are expected to respect and support
the core value of the organisation.
 Respect and treat others with fairness.
 Act honestly to protect the reputation of JKL Industries; avoid the fact or
appearance of conflict of interest.
 Protect the privacy of others in accordance with organisational privacy and
recordkeeping policies.

6. b) How would you communicate the code of conduct?

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  In the written form, providing the copy of code of conduct. The strategy to
achieve the aim of communication strategies is implementing the plan that is
prepared in order to achieve the goal. Email or letter or meeting, computers
and mobile phones are the media to achieve the goal of communication
strategies.

Action Plan

Strategy/application of
Activity Timeline policy Resources Person Policy
(if relevant)

Reducing the  Identifying the HR Corporate

lead time for sources of problems employees HR policy
1 month Manager
recruitment in the process steps.
period Involved in charge Operation
process &
procedure  Rectifying the departments policy
problems.

 Brainstorming for the

Constructing HR
process
recruitment employees
1 month simplification to Manager Corporate
policies &
period remove unnecessary Involved in charge HR policy
simplifying
steps. departments
them

 Identify current issues

and shortcomings to
talk in workshop
Workshop programs for the HR
sessions for benefits & employees
4 months Manager Corporate
morale and entitlements
period Involved in charge HR policy
workplace guidelines.
education departments
 Consider better ways
to amend these
entitlements to better
serve employees.

 Screen potential
employees for
specific areas of Corporate
Internal HR HR policy
3 months expertise. Involved
recruitment & departmen
period employees Operation
placement  Conduct interview t
and recruitment tests policy
to filter out
candidates.

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 6. c) Who would you consult and why?

 Consult with the related person such as manager, supervisor in order to be

clear with the subject matter. Because they are the responsible according to
the code of conduct.

6. d) How would you monitor employee adherence to the code of conduct?

 Communication with each other.

 Proper meeting including all level staff.
 Monitoring
 Feedback
 Reporting

6. e) How would you incorporate the code of conduct into HR policies and practices?

 Communicating the code of conduct at the time of recruitment and making an

agreement between employee and the company that the new employee has
to follow the terms and conditions of the company as long as the employee
works in the company.
 Consult with management, board of directors, stakeholders and employees.
 Address the changes, industry practices and code of conduct in the
organization.
 Ensure the objectives of the policy and intended to accomplish with all
legislation.

Activity Timeline Strategy/application of Resources Person Policy

policy (if relevant)
Provide instant 1 week Instantly advise staff with Complaint Supervisor, HR Consultant
advice to staff immediate action report, policy
especially performance
mechanic by report
assigning in
charged
supervisor
Review the 2 weeks To avoid mistakes and Payroll report, Accountant, Contract and
payments and easy to search for accountant, management agreement
contract details information contracts policy

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Start OT 2 weeks Work overload will Recruitment HR, Supervisor
system or hire eventually cause staff process
casual turnover, so hiring casual
mechanics
Arrange regular 5 days Review policy and Policy and Supervisor, HR Diversity policy,
meeting to procedure as well as procedures anti-
discuss with unacceptable behaviour documents, discrimination
policy and will raise awareness of how staff manuals policy
procedures as to work with others and to
well as what is reduce misconception of
unacceptable some behaviour
behaviour in the
organization

6. f) How would you incorporate the code of conduct into service level agreement?

 Making an agreement between two parties to follow the terms and policies
and signing the contract.
 Incorporate the industry codes of conduct during SLA planning.
 Be aware of all the legal compliance.
 Review the codes from meet to meet to ensure that is updated.

6. g) How can the effective implementation by HR of a code of conduct contribute to

business and operational success?

 The proper implementation of code of conduct abide employee to remain

within the company’s regulations and follow the strategy of the company to
achieve the goal of the company which will help in the day-to-day activities
promising the betterment of the company and this will lead to the business
and operational success.
 It promotes the guidelines, moral behaviour, prevent from illegal effects.
 Help to monitor the business activities under the ethical way, secure the
business community, improve the public relations.

6. h) How would you personally ensure that you adhered to (and were seen to
adhere to) the organisation’s code of conduct?

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  By making sure I follow the rules and regulations of the company as long as I
remain in the company. Any breaches of the company’s terms and conditions
will result to the disciplinary action of the company. Showing employees, the
best example of conduct by the HR example. Using the common sense in
workplace environment can ensure that they are acting with the right
behaviour, respecting each other.

7. a) what action would you take as the human resource manager?

 Personally, talk to the people involved in the act. That is unacceptable activity
from the staff member which need an immediate action because there might
me negative impact of such act in the company.
 Investigate and identify factors involved.
 Have an individual meeting just with the people involved on the case to know
more about the problem.
 Communicate the requirements and the penalties of the code of conduct to
them.
 Tell the involved people to be confidential about the information.
 Fire the aggressor in case of failing to follow the code of conduct.

7. b) What could be the consequences of failing to act promptly and appropriately?

 The disciplinary action might have to be taken by analysing the case, if it has
a greater impact on the organisational rules and organisation culture.
 The people involved could be fired and processed if the sexual harassment
really happened. Add to that, if it’s not true, the reputation of the employees
on the company will be probably destroyed.

7. c) What could be the business impact of failing to act promptly and appropriately?

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  There will be negative impact and rumour about it in the organisation. Privacy,
confidentiality will be breaches and will have negative impact. It will be
negative effect on the company’s reputation which leads to adverse
impression in the market. Add to that the employee could process the
company for this crime.

7. d) How can you ensure all human resources staff are clear about ethical
expectations and behaviours?

 Provide the copy of code of conduct and organise the meeting regarding the
issue and show the consequences of not following the policies and
procedures. Make it clear that each and every one is expected to follow the
code of conduct.
 Training
 Making regular test with them
 Monitoring
 Watching their behaviour on the workplace
 Feedback

8. a) What legislation of this in breach of?

 Anti-Discrimination Act 1975

 Workplace Act 1999
 Fair Work Act 2009
 Sex Discrimination Act 1984

8. b) What action would you take to deal promptly with the matter?

 Verbal discussion and Legal action.

 A meeting should be schedule with the manager to communicate about the
company policy and the legislations. Once according to them, this behaviour
is inadequate. So, this would not happen a second meet.

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8. c) What documentation within the organization would identify that his request is
inappropriate?

 The code of conduct and the organisations policies and procedure while doing
contract with the company at the time of employment where it is mentioned
about all the laws and regulations. JKL’s Code of conduct and the company’s
Anti-discrimination and equal opportunity policy.

8. d) What would you do to ensure that all personnel in the organization are aware of
their obligations, the company’s policies, procedures and expectations and the
consequences of unethical behaviour?

 Conduct mandatory meeting to discuss about what is not acceptable and what
is expected to follow from the employees and provide the copy of all
regulations and code of conducts. An internal communication campaign
should be done, with training and communication material as newsletters
about the company policies.

8. e) What would you do to ensure the matter was handled in accordance with
confidentiality requirements and the policy-related requirements of the organization?

 Arrange a meeting with the management level, discuss the issue and make it
confidential without letting people to know about the matter who were not
involved in the act. The confidentially requirements would be showed for all
HR team members and the people involved on the case, showing the
consequences of not following them and showing how it would be prejudicial
for the case investigation in case of not respect the confidentially and people
privacy.

9. How would you uses digital technologies and systems safely, legally and ethically
when gathering, storing and accessing information?

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 This comes under Recordkeeping procedures, file management and
filenames. While using the computer to store data and important data of the
company ensure you have saved it remaining under the confidentiality act and
policies and procedures of the company.
 Employees must be always aware their information is being collected.
 Such information may not be collected unless it’s necessary for organisation
activities.
 All information must be kept safe and protected from misused or unauthorized
access.
 Company must provide employees the option to interact anonymously
whenever it’s lawful.
 Sensitive information may only be collected with the consent of the person.
 Meet all privacy and legislative requirements.

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