HR Code of Conduct: Development, Implementation, and Evaluation

This report analyzes the significance of a HR code of conduct, emphasizing its role in ensuring employee well-being and ethical business practices. It discusses the need for a code of conduct, highlighting both legislative and external pressures that drive its adoption. The report details the process of developing a code, involving employees and stakeholders to ensure relevance. It outlines the implementation process, emphasizing the roles of HR and operational management in rolling out and supporting the code. The report provides insights into evaluating the success of implementation through continuous feedback and ensuring appropriate usage of the code by the workforce. It also includes references to relevant research and academic sources.

Manage HR Services
Part C ( TASK1)

MANAGEMENT MEETING

1. Why the business needs a code of conduct,
including legislative and external pressures?
With the help of code of conduct business can
show their employees that they are valuable to
them and responsibility has been taken by the
company for their wellbeing. 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 company.

• 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 essentiality.

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.

• It can be said that in business 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
organisation and better growth opportunities.

3. How the code of conduct will be rolled out
through organisation and supported?
• In business 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.

• 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 business for long term.

4. What will be the roles of HR and operational
management?
• In the process of implementing code of conduct
in business the major role is provided to HR
manager and operational management as these
two departments are having high liability to roll
code of conduct.

• In business 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
feedbacks level of effectiveness can be calculated
by management as in applicability of code of

• For this when continuous feedbacks are gathered
this provides opportunity to improvement for the
codes and business as well. Assurance of code
can be enumerated with the help of collectively
including the entire workforce within business
and codes so as to take out any kind of benefits
collaboration can be established.

References
• 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.