Assignment 1

Submitted to: Samina Karim

Submitted by: Muhammad Alam
Sap# 12567 BBA-04 Section B
Principle of HRM

Question:
If you are an HR practitioner, how will you respond to situations/ cases
discussed in this case study. Before answering the following questions, all
students are required to carefully read the case study.
1. Code of conduct and ethical Policy – Actual Case study
2. Health & safety policy – Actual Case study
3. Data security privacy policy – Actual Case study
4. Computer equipment & Internet usage policy – Actual case study
5. Whistleblower Policy – Actual case study

 Human Resource HR policy:

Human Resource (HR) policies goal are meant to provide
structures for an organization, within which stable decisions can be made, and through which
equity in the way people are treated can be promoted. The implementation of strong HR policies
can help an organization indicate, both internally and externally, that it meets the requirements
for diversity, ethics, code of conduct and training required in today’s workplace, and meets its
commitments regarding regulation and corporate governance of employees. Keep in view
policies, no matter how positive their intent, can still be perceived as authoritarian and
bureaucratic. Focus on those company policies that have the consideration positive impact on
employees and company.
Some HR policies in my company discussed step by step:
 1. Code of conduct and ethical policy:
A code of conduct state that how a company’s employees should act on a day-to-day
basis. It reflects the organization’s daily operations, core values and overall company culture.
This policy refer set rules for employees that outlines your business’s mission, values, and
expectations.
In our organization the Code of Conduct policy to our employees outlines our expectations
regarding employees’ behavior towards their colleagues, supervisors and overall organization.
The implementation of this policy to all our employees accordingly employment agreement.
When an situation arise in our organization, tow employees fight to each others they create
violation in organization and they violate company rule and regulation. They both have a rude
behavior with each other. As a HR manager my response in this case , first of all i will
investigate this case then call the employees in my office. Then asked them what is your issue?
Why are you both fight and which comment? Why are you violate company rule and regulation
and ethical behaviors? After the investigation , I will suspend them for one week.

2. Health and safety policy:

Health is the state of protection and safety of staff. It not only includes
physical well-being, but also mental and emotional protections. It is the responsibility of HR
manager to provide healthy work environment to his employees. If he is careful about their
health, cost of disability payments, replacement of employees who are injured or killed
could be avoided. Through employee safety and health programs the company can intensity
the emotional and physical health and safety of the employees.

In our company we provide health insurance, protection and prevention to our

employees for their physical and mental health. As a HR manager our duties is that to provide
safety and health policy to employees and surrounding.

If any case and situations, like fire, earth quake flood etc, my duties to protection, When
employees work in dangerous locations, we will make sure there are safety precautions like
safety nets and ropes. We will provide protective gear like gloves, protective uniforms, goggles
etc. Using safety equipment is obligatory. We will prohibit smoking in organization for their
heath and safety.
Employees should follow health and safety precautions and will be held Responsible they
don’t. We will take disciplinary action that may hold on to termination when employees
consistently disregard health and safety rules.
3. Data security privacy policy:

Data security is state that as the confidentiality, availability and integrity of data. It is
all of the practices and processes that are in place to protect data isn't being used or
accessed by unauthorized individuals or parties. Data security protects that the data is
accurate and reliable and is available when those with permits to access need it.
Our Company Data Protection Policy state to our agreement to treat information of
employees, customers, stakeholders and other interested parties with the utmost care and
confidentiality.
As a HR practitioner my responsibility to protect our organization data and secure it.
If any situation arise in company like when one of employee fraud to company and
access to collect data and information of organization, as a HR manager we will take
action against this situation. Take legal action against fraud employee and quickly
recover data from him and secure this data again. I will punish employee and terminate
him from organization.

4. Computer equipment and internet usage:

A Computer Equipment and Internet Usage Policy is a set of direction that rule the way in
which computer equipment such as a desktop, laptop, printer, scanner and the Internet are
used when connected over the organization’s Network
In our organization Employees should use the computer systems only for organization
purposes. Using e-mail or the Internet for personal, non-business, purposes is prohibited
during working time. Employees access only electronic files or programs that they have
authorized to enter. Unauthorized copying or use of computer software exposes both the
Company and the single employee to substantial fines.
When an Situation whenever some employees use computer and internet for personal use
(like Facebook, tweeter and see movies ) during work time not for business purpose, MD
complain against them to HR. Firstly I will strict action on them. Suspend them then to
charge heavy fine on them. Why they broke company rules and regulation. That they feel and
never do that this.

5. Whistle blowing policy:

 A Whistleblower is someone who discloses Reportable Conduct. A Whistleblower can
be current or former partner, director, officer, company secretary, Employee, supplier of
goods or services to Deloitte (such as a seconded, contractor, and consultant) or a
volunteer.
When an case about whistle blowing as HR managers our deities to take responsibility to
raise the voice of employee whom report us some employee are wrong doing in our
organization. He doing illegal work in organization. As a HR manager I will handle this
situation, and take action against him.

The End