Human resource management report

Human resource management


As the Human resource manager, at the organization various measures have to be taken care of the unethical culture developed by the employees like extending lunch breaks and lack of adhering to office rules such as extending the lunch break which could grows to become a dominant problem in an organization. Additionally, there is need to formulate and implement a code of conduct which is missing as a move to instill discipline and guidelines in the organization. This document will evaluate the best possible way to remedy the unethical culture, how to implement it, as well as overseeing the training and implementation process at the organization.

Proposed methods to remedy the unethical situation

The extension of lunch hours if not solved in a timely manner at the organization could develop a lot of division in the work place as well as lower workplace moral for some employees, as they might fill that they are not being considered because of their efforts or lure more employees in extending the lunch break (Brewster & Hegewisch, 2017). This later will have an adverse effect on the level of output as the working hours will be compromised. To manage the situation, the following steps will be implemented.

  1. Execution of a workplace model that will guide the employees to the employers or the organizations expectations. And also it will act as a regulatory requirement for the employees.
  2. Develop a communication platform where all the employees will interact with the management team. At the platform, the employees will be able to air their issues, as well as the management, will communicate their expectations on a regular basis. This is meant to solve the honesty problem and also promote coordination between all parties in the company. For, example discussing the benefits of lunch breaks, and the negative impact that it could develop to both the employee and the organization in general. The communication platform will also monitor the institution’s progress regarding the proposed ethical practices and conduct as well as promote understanding of all stakeholders to work towards one common objective.
  3. Formulate a rewarding and punishing approach framework to any employee who adequately adheres to the policies and also the ones who violates them. The move is meant to develop discipline in the organization.
  4. And lastly documenting the guidelines to the employees where in case there is any misunderstanding they can refer to the set rules. This will promote understanding of what is required of them as employees apart from the job requirements in the employee’s contracts.

Code of conduct


The proposed code of conduct intends to develop values such as good behaviors, integrity and time management, in all departments and towards all stakeholders in the organization. This code serves to:

  1. Emphasize the organizational commitment to ethics, laws, and regulations.
  2. Institute basic standards for ethical and legal behavior.
  3. Assist in prohibit any unethical conduct or wrongdoings.


Condition to employees

Every worker must agree to this Code as a condition for their employment. All managers are responsible for knowing that the code is understood by every staff member in their department where every person has to follow and adhere to the guidelines. Additionally, the standard work routine is 40 hours for each week, Monday through Friday. Regular working hours per day are 8:00 a.m. to 5:00 p.m. with a one-hour lunch break. This is in consideration to extra hours if an employee is obligated to work which attracts additional payments. On the other hand, there will be a 15-minute rest period for each consecutive four hours worked. Any member of staff who might face any mishandling approach should contact Human Resources (Delaney & Huselid, 1996)

Consistency with Laws, Rules, and Regulations

Complying with the law is the establishment of the Company’s moral principles. The Covered Parties might conform to material laws, policies, and directions at all levels of government. Secured Parties are required to know the points of interest of these rules, and should look for counsel from the management of the Company.

Responsibility for Violations

On the off chance that the Company establishes that this Code has been disregarded, or either inability to report any infringement, the culpable Covered Party will face disciplinary action for resistance, suspension, or rejection. Punishments incorporate composed notification to the individual included. Violation of this Code constitutes infringement of the law and may bring about common liabilities or criminal penalties.


Skills development training

This is meant to have an efficiently successful outcome from the proposed employee conduct. Training is a crucial part of the implementation process. This is because every employee will have a first-hand opportunity to increase their knowledge, and sharpen their skills with regards to the organization’s expectations. Skills development training will be the trading for every employee to undertake. The training will include

How the employees perceive themselves as well as their relationship with the organization, Time management, Adaptability, Ethics, Importance of a strong organization culture, Communication skills as well as the benefits of coordination and teamwork in the organization.

The training will help improve, how the employee’s act is just as important and what they know – that’s why the training skills are so essential for growth. The acquired skills from the training are personal qualities that empower employees to interact effectively with other people in the workplace, for example, co-workers, and customers. According to Storey (2007), research has demonstrated that a training fundamental skills and abilities among organization representatives influences organization achievement and builds turnover rates. The training is valuable for new and existing workers of all levels and area to a significant degree viable approach to assemble an effective, aware and community culture and at last, influencing the main issue

Follow up assessments of the organization

After trading the following factors will be implemented to develop consistency and also measure progress from the employees understanding and adherence to the company’s expectations. The evaluation process is to be done through asking the supervisors of each department questions such as, what have we accomplished? How is the improvement process? What were our targeted goals at this point? And also how are the employees coping up with the new implementations. Through such interrogation’s the supervisors will be able to understand the employee’s position, the need to change some of the proposals as well as the level of improvement in the organization. Another evaluation approach to be implemented is the situation analysis and problem definition. The plan is to be undertaken by the managers in the organisation through an evaluation process of the output level of the employees as well as their time management elements with regards to the training and the implemented code of conduct.

Shaping the Unethical Behaviour for Incoming Employees

One of the main approaches to implement in developing the new employees towards organizational ethical practices is through orientation. The employees will be training before being fully-fledged employees of the organization. The orientation process will involve briefings on the organization expectations, the long and short-term goals as well as the legal obligations the employees will be expected to meet. Additionally, the orientation will train the new members on how well to handle themselves on ethical grounds.

On the other hand, the new employees will be required to blend in with the organizational culture that the rest of the employees follow, the process will be more of a self-oriented program where the new members will be required to learn and understand the culture over time.

Legal and compliance concerns associated the new implementations

According to Knoppers, Harris, Budin-Ljøsne and Dove, (2014), the implementations intended do not in any way violate the legal responsibility of the human resource department. This is because the new policies are meant to streamline the requirements of employees as enshrined in the labor laws act. Subsequently, the organization was unable to manage effective regulations to govern the free will of the employees. On the other hand, the policies will not in any way infringe the employees’ rights as the one-hour lunch break will still be available for all the employees, only that it will be strictly monitored.

Personal view of HRM role in ethics

Based on the knowledge learned, human resource management bears the primary responsibility to govern, implement and monitor all ethical and moral factors in an organization. This is because ethics is only applicable to the employee’s section where the department, is wholly responsible.



Brewster, C., & Hegewisch, A. (Eds.). (2017). Policy and Practice in European Human Resource Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.

Delaney, J. T., & Huselid, M. A. (1996). The impact of human resource management practices on perceptions of organizational performance. Academy of Management journal, 39(4), 949-969.

Knoppers, B. M., Harris, J. R., Budin-Ljøsne, I., & Dove, E. S. (2014). A human rights approach to an international code of conduct for genomic and clinical data sharing. Human Genetics, 133(7), 895-903.

Payne, D., & Dimanche, F. (1996). Towards a code of conduct for the tourism industry: An ethics model. Journal of Business Ethics, 15(9), 997-1007.

Storey, J. (2007). Human resource management: A critical text. Cengage Learning EMEA.

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