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Sr. Hr Executive @ Polymerupdate
Soft Skill Trainer / Hr Consultant - India
It is good that you are liking Cite HR.
The answer to your query lies right here.
Please refer to Related Information, Download thread etc
that you see to the right of this reply.
You can also search after typing ETHICS in the box above and
then press Research button.
You can get variations by typing VALUE or PRINCIPLES.
You can also browse by searching in the internet.
You can search any popular Corporate web site to get an idea.
Organizations generally take Integrity, Responsibility, Quality,
Seamlessness, Passion , Speed, etc as ETHICS/VALUES/ PRINCIPLES.
Depending on your Organization's nature of business you can make a choice.
Being good in drafting is a relative term.
If you are asking from the point of view of expression, it is somewhat alright.
Grammatically your drafting skills need a lot of improvement.
Please leisurely read the draft you have posted. You will realize the mistakes.
However you need not worry on this score.
Read centre page articles of Newspapers.
You can select some contributors in Cite HR who write well.
Again you can type IMPROVE LANGUAGE SKILLS in the Type your query.
You will be flooded with options.
Practice,Practice and Practice.
28th March 2013 From India
Thank you so much for your reply and i will try to improve better..
I already tried the way you suggested me to do but still..
One more thing senior please let me know
what is the difference between hr policies / hr manual and hr ethics??
28th March 2013 From India, Hyderabad
First & Foremost, you deserve 'kudos' for your attitude--of using every opportunity to IMPROVE yourself. Not many Freshers or new-to-career members have this temperment. You can be sure this will take you very far in your career--as long as you maintain this attitude, i.e.
Coming to your query reg HR Ethics, I ma not sure how you tried to search in CiteHR for the info you are seeking.
I just did a search & here's the Link.
Pl go thru the threads take your pick for your assignment/discussion.
All the Best.
29th March 2013 From India, Hyderabad
Find the answer to your query below -
Based on your topic, would like to quote -
All HR practices have an ethical foundation. HR deals with the practical consequences of human behaviour.
HRM deals with manpower planning and development related activities in an organization. Arguably, it is that branch of management where ethics really matter, since it concerns human issues specially those of compensation, development, IR and health & safety issues.
Ehics and Values -
Organizations are bound by laws to treat the people they employ fairly and not to discriminate against identified groups.
Ehics is a key branch of philosophy, concerned with analysing what is right or wrong in people's behavior or conduct.
Ethics and morality are terms that are often used in discussions of good and evil.
The term ethics is usually applied to persons
Morality to acts and behavior.
Ethics derived from Greek word Ethos which means character.
Morality is derived from Latin word moralis meaning customs or manners.
Examples of ethics in HR -
Ensuring that all assessment measures are fair and just.
Ensuring fairness in allocation of pay and benefits.
Ensuring equal opportunitites and equal access.
Ensuring that procedures are not unduly stressful and that the needs of employees' work-life balance are not compromised.
When redundancies occur, to be fair and just in handling job losses.
Dealing effectively with all forms of bullying and harassment.
Ensuring that the contractors, consultants and franchisees are fair and honest in their dealings with employees, clients and customers.
You can read and learn more about it on foll links -
Five Key Steps to Aligning HR, Ethics and Compliance | NAVEX Global <link updated to site home> ( Search On Cite | Search On Google )
HRManiacs: HR ETHICS: AN EXAMINATION OF KEY ISSUES
Ethical Issues in HR
Ethical Issues Facing HR | Chron.com
HR manual is also called employee handbook and contains information about company's polcies and procedures. It is a place where all job related information which an employee need to know such as holiday arrangements, company rules and disciplinary and grievance procedures. It can also provide useful source of information to new staff as a part of their induction process. A written employee handbook / hr manual gives clear advice to employees and creates a culture where issues are dealt with fairly and consistently by bringing in transparancy.
An effective employee handbook or hr manual is a very obvious, simpe and inexpensive answer to the question -
"How does a business protect itself against laawsuits based on employee behavior?"
One of the most important aspects of any handbook or company policy manual is that it is to be kept current and should be regularly amended.
Human Resources Manual | Human Resources Manager Toolkit
Human Resources » Policy Manuals
Human Resources Policy Manual | Rules and Regulations | University of Missouri System
Hr Manual Template
A-Z of Policies, Procedures & Guidelines <link updated to site home> ( Search On Cite | Search On Google )
29th March 2013 From India, Mumbai
Being 'ethical' is a challenge for any job role but if you do your job in a right way, you can always keep your head high. There is an old saying: Honesty is the Best Policy.
29th March 2013 From India
The complexities of business and our human/social society makes corporate ethics a very interesting study. To a practicing manager in the working world today, this becomes critically important, especially if they don’t get it! And many obviously have not and still do not.
The questions are really simple to ask - yet hard to answer:
What does good business today really mean?
What does ethics have to do, if anything, with good business?
What impact can the human resource function have on either?
Within business, what is my responsibility as a human resource professional?
With regard to HR you need to see how all major systems perform andyou need to ask the following kinds of questions:
Is there a formal system or process in place?
Has the system been validated?
Is it clearly understood and communicated?
Has the system had unintended effects?
Has it been analyzed for adverse effects or impact?
Each time you ask questions, I bet you will go back to learn more and more, and you will surely begin to ask more sophisticated, inteligent questions. You might even go on to ask questons with regard to leadership development and talent management which are things some of the higer ups will never want to get involved in. For instance you might start asking if there is a formal assessment of the key capabilities/talents needed in the company. You might even ask if retention rates are monitored? Did the monitoring include an analysis of criticality? Did it include competitive practices, capabilities, and performance? To what degree was the expertise of key people captured by the organization? Were there non-compete agreements with key technical people? Does the reward system lock key contributors into the organization?
In the beginning you will not have a clue what answers you are looking for and ovwr a period of time you will constantly be asking every possible question that you can think of.
For example, when were looking at the succession planning system, we asked if the system was formal, who was involved, and how it was related to business strategy. We asked what metrics were used and were they related to assessment of needed capabilities? How do we monitor for derailment? Is there a system of mentoring and coaching? Is it see as effective and fair?
That led us into questions about training policy: Who participates? What are the purposes of the programs? How are they evaluated? How are they related to business strategy? How do these programs deal with ethical and legal issues? Are there unintended gender, race, or age biases in who attends? Then, we started looking at selection procedures: Did we use validated instruments for identifying the "right" people? How were these related to business strategy? What methods were used? To what extent is an effort made at branding our company as a great place to work? Finally, we looked at retention policies: the retention packages for key personnel, how we are monitoring satisfaction, whether the packages are tied to system performance appraisal, what metrics are used to identify key personnel, and so on.
A famous Chinese curse reads: May you live in interesting times!
No times are more challenging and interesting than the one’s we live! And within today’s business
arena, ethics are both important and vital if one is to succeed over the long haul.
29th March 2013 From India, Hyderabad