HR Services: Code of Conduct Implementation and Evaluation Report

This report analyzes the importance and implementation of a code of conduct within a business, using Tesco as a case study. It explores the benefits of such a code, including protecting human rights and maintaining a healthy environment, and addresses legislative and external pressures. The report outlines the process of developing and rolling out the code, including gathering information, drafting, reviewing, and enforcing it, and details the roles of HR and operational management in this process. It also discusses how the success of the implementation is determined and how the appropriate use of the code is assured, including continuous feedback and stakeholder collaboration. The document references relevant academic sources to support its analysis.

Manage HR Services
Part C ( TASK1)

MANAGEMENT MEETING

Benefits of code of conducts
Protection of Human Rights: - Every
organization has responsibility to protect human
rights of all its employees, customers and vendors
and in light of this ethics; Tesco too has their own
way of protecting the same. With the help of code of
conduct rights of the employees can be protected
and business standards can be maintained in and
similarly motivation can be rendered to employees.

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Healthy Environment Standards: - One of the
benefits code of conduct for the company is to
maintain a healthy environment both internally and
externally. They are committed to protect the nature
and its environment and the fact that their activities
should not cause any kind of harm to nature and
environment.

Process of implementing code
of conduct
Step 1: Gathering Information: under
this step business is collection information
form various dimensions in order to initiate
process of code of conduct.
Step 2: Creating the Draft: Under this
step an attorney is made by Tesco in order
to draft the code of conduct.

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Step 3: Reviewing the Draft: Under this
process Tesco undergoes with a process of
reviewing so as to comply with primary
parameters.
Step 4: Formally Adopting the Code:
Under this step code of conduct are adopted
by some parties so as to express sincerity to
the organisation

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Step 5: Introducing the Code: This is the
step in which errors are find out in order to
legitimate the code of conduct.
Step 6: Enforcing the Code: This is the
final step in which on the required area code
of conduct are implemented.

1. Why the business needs a code of conduct,
including legislative and external pressures?
With the help of code of conduct Tesco can show
their employees that they are valuable to them and
responsibility has been taken by the company for
their well being Similarly code of conduct is the
aspect by which integrity can be shown to
customer due to which market appreciation can be
received by the Tesco.

• On the other hand clear point of reference is
given within employee that can be helpful in
taking out prevention plan. So in order to address
a problem in business code of conduct are having
high significance. Similarly code of conduct
leads to high degree employee satisfaction
through which business efficacy can be
intensified.

2. How the code will be developed. Who will be
involved?
•In order to develop business code some steps are followed
in which identification of problem is assured by the business
so as to make the policies that are relevant to the business.
In business code of conduct employee and customer are
included. All the stakeholders are having high implications
from business code as they all are being taken in order to
prepare codes.

• It can be said that in Tesco high end benefits are
given to employees and other stakeholders
regarding any formulation of code of conduct.
HR personnel is having high involvement in
implementing code of conduct within business
and this may encourage business to provide non-
conflict organization and better growth
opportunities.

3. How the code of conduct will be rolled out through
organisation and supported?
•In Tesco the main motive of code of conduct is to render
efficient environment to the business so that this can
support business operation in more effective way and
benefits can be enumerated for future. Similarly this is
helpful for Tesco and their employees to work with high
involvement and efficiency.

• For rolling out code of conduct in business all the
participants are to be included so that no one is
leftover who is not included in the codes. This will
allow them to work ethically within organisational
boundaries and ethical work can be enhanced due to
which growth can be received by Tesco for long term
along with level best performance and sustainability
as well.

4. What will be the roles of HR and operational
management?
•In the process of implementing code of conduct in
Tesco the major role is provided to HR manager and
operational management as these two departments are
having high liability to roll code of conduct. Both the
departments are responsible for taking care of
implementing codes so that to avoid any rigidity.

• In Tesco so that all the aspect can be analysed
and this can help the business in gathering
information regarding market and employee
scenario. For operational management their
major responsibility is to provide efficiency in
production process so within this context
operational management is having most crucial
responsibility to provide production process
within business codes

5. How it will be determined if the
implementation has been successful and how it
can be assured the code is being used
appropriately?
•For determining proper implementation continuous
feedback are collected by employees and other
stakeholders. Within this concept by collecting
feedback level of effectiveness can be calculated by
management as in applicability of code of conduct in
Tesco.

• For this when continuous feedback are gathered this
provides opportunity to improvement for the codes and
Tesco as well. Assurance of code can be enumerated
with the help of collectively including the entire
workforce within Tesco and codes so as to take out
any kind of benefits collaboration can be established.
On the other hand HR professional is having
obligations to determine any complexities which are
arising during implementation of code of conduct.

• Halprin, P. and Wah, S., 2018. Ethics in International
Arbitration. J. Disp. Resol., p.87.
• Adelstein, J. and Clegg, S., 2016. Code of ethics: A stratified
vehicle for compliance. Journal of Business Ethics. 138(1).
pp.53-66.