Essay Example. Human Resource Policy Project

Published: 2023-03-30
Essay Example. Human Resource Policy Project
Type of paper:  Research paper
Categories:  Policy Human resources Literature review Employment law
Pages: 7
Wordcount: 1763 words
15 min read

Adam, A. M., & Rachman-Moore, D. (2004). The methods used to implement an ethical code of conduct and employee attitudes. Journal of Business Ethics, 54(3), 225-244.

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This paper explores the steps through which organizations implement a moral code of conduct through formal means. For instance, the United States of America at the moment is motivating business firms and various organizations to self-abide by FSG (federal sentencing guidelines). The rules commend the same recognized ways to be used, of which if not taken into consideration, the channel of amendment of these codes will be ineffective, and the organizations will be termed to have abused them. The study was carried out in one of Israel's institutions that has its main offices in the United States with a sample of 812 staff. It depicted that of all the strategies that are taken into consideration during the amendments of the codes, only one aspect is thought by the employees to have a critical impact on their conduct.

Hence when assessing the outcome on the staff's tenure, it remains to be the main reason that remains to be the contradistinction to the legal strategy that is included in the federal sentencing guidelines. Therefore, these conducts are indirectly examined effectively on the most persuasive proposal through the analysis of their consequences on the employee's approach. The informal methods are known to have a greater assurance concerning the workers' code of conduct than the formal way

Ahmad, S. (2015). Green human resource management: Policies and practices. Cogent business & management, 2(1), 1030817.

Over the years, there have been campaigns on the green revolution to conserve the environment, which is deteriorating at an alarming rate. However, in recent years, this awareness has increased greatly, and various organizations have emulated the same ideas in ensuring that green policies are implemented. Even though the business world is becoming universal, the industry is facing a change from an unadventurous financial organization to a full-blown contemporary economy, which is set to assess green economy policies.

Hence, nowadays, the GHRM (green human resource management) has turned to be the most critical aspect of business approaches, where the HR sector is at the forefront in the participation of the green revolution in the organizations. Thus the article articulates the various roles of the GHRM, the future expectations, and the human resource policies that have been put in place in the awareness of the green revolution (going green).

Becton, J. B., Gilstrap, J. B., & Forsyth, M. (2017). Preventing and correcting workplace harassment: Guidelines for employers. Business Horizons, 60(1), 101-111.

This article discusses the cases of harassment that have been experienced over the past year to the present time. Over the past years, several cases have been reported regarding harassment claims from different institutions and organizations; however, in recent days, these issues have dropped considerably. However, in some parts, these cases are yet to lose.

Hence there is a great need for employers to stick with the existing policies which entail: an explicit statement of restricted actions, which may be taken as harassment; a Clear anti-harassment policy; protection of the complainants of the harassment cases. Procedural process for the plaintiffs and providence of investigative privacy that will assure the complainant of their safety. Furthermore, employees should be trained through awareness campaign programs to know their rights and the ways to avoid any form of harassment. Harassment policies should be taken severely for any of the offenders so as ensure that justice takes its route and prevent future cases of the act.

Dhar, R. L. (2015). Service quality and the training of employees: The mediating role of organizational commitment. Tourism Management, 46, 419-430.

This article explores the perceptions of the staff that are working in most of the Indian restaurants that are providing catering services for tourists. The study examined their attitudes towards training openings and the effects of the training on service delivery to their clients. The research entailed a model that depicted the association that existed between the apparent advantages of the exercise, the apparent backing for the training, and the consequences of the training by institutional obligation.

The study was carried out by sampling 494 employees by identifying the link that prevailed through a detailed analysis of their feedback on their services. The results of the survey expressed a tight relationship among the exceptional services that were presented by the worker in the restaurants through the staff training strategies. Therefore, the study depicted that human resource training policies have a significant impact on service delivery and boost the efficiency of work.

Jacobson, R. K., & Eaton, A. A. (2018). How organizational policies influence bystander likelihood of reporting moderate and severe sexual harassment at work. Employee Responsibilities and Rights Journal, 30(1), 37-62.

Very few employees or employers know the contributory factor in the sensual harassment rules in the place of work. Therefore this article discusses harassment, especially sexual harassment policies in different institutions and organizations. Hence according to the schema, hypotheses of the organizational systems based on cognition are associated with sexual harassment that needs to have more effect on response to the act. In the study revealed three organizations' policies on the websites about the issues of sexual harassment (no policy, zero-tolerance policy or a standard harassment policy) where each of them was assigned to read on the impacts of the harassment on a scale of moderate or severe on the identified companies. According to the outcomes of the study, candidates who had zero tolerance tended to reveal the act to their institution more than those from the other policies.

Kruss, G., McGrath, S., Petersen, I. H., & Gastrow, M. (2015). Higher education and economic development: The importance of building technological capabilities. International Journal of Educational Development, 43, 22-31.

Over the previous decades, higher education has not been taken seriously in research and development through comprehensive policies. Therefore, this article provides detailed information on how different institutions contribute significantly to economic growth through policies such as innovation in technologies and transformation strategies of economic development. Thus the article provides an opportunity in the acknowledgment of the high institutions' role in terms of economic growth, skills, work, and the advancement in creative technology.

Hence, economic changes in different levels, work towards specific policies that tend to shape the economic development of different countries through the existing systems in the higher institutions. Furthermore, plans that are associated with technology provide the platform for global knowledge and innovation in technology and economic growth in the world. Hence, in most developed countries, technology and policies that are associated with development are the main strategies of success in every sector of the event, be it on the health, infrastructure, education, defense, and even in the administration and banking sectors.

Lucchese, M., Nascia, L., & Pianta, M. (2016). Industrial policy and technology in Italy. Economia e Politica Industriale, 43(3), 233-260.

This paper explores the collapse of Italian industrialization and technology after the world war through government involvement and the existing European discussions over policies in manufacturing. Therefore this article analyses the present items that are in use in the Italian government over industrial and creative systems that depict the strategies and lack of resources that led to the decline of industrial development. However, according to the existing policy, there is a constraint for the restoration of industries through investment strategies to close the current gap with technology.

Therefore, Italy relies heavily on the implementation of new technological policies for the development of its industries through the joint initiative with European industrial policies on industrialization. Hence, most of the countries that have advanced dramatically in the industrial sector, such as the United States and China, have put the best technological policies that are behind their success.

Mamic, I. (2017). Implementing codes of conduct: How businesses manage social performance in global supply chains. Routledge

This article describes the transformations that have taken place over the last decades in addressing the codes of conduct at the workplace over several organizations in the world. Hence most of the organizations and institutions in the world have put into practice the codes of conduct in trying to persuade the activities of the suppliers from developing countries in an effort of coming up with the foundation of the suggested standards. The codes of conduct attract the global labor settings that cover a wide range of aspects such as wages, forced labor, child labor, working hours, health and safety measures at work, and many practices, including those that conserve the environment. However, according to investigations, most of the organization's HR managers are still in the struggle in the implementation of these codes to ensure that the working environment for the workers, is conducive and that all issues are solved. Regarding the broad research and interviews that have been conducted with several managers, government officials, workers, and activists. The implementation of the codes of conduct is the most challenging part of the research and, therefore, the need to display the need for the affected parties to put these codes into practice by using those that have already implemented them to address significant issues among the employees.

Mesko, B., Hetenyi, G., & Gyorffy, Z. (2018). Will artificial intelligence solve the human resource crisis in healthcare? BMC health services research, 18(1), 545.

This article discusses the way artificial intelligence through the advancement in technology has solved most of the human resource challenges in different institutions and departments in the healthcare sector. Primarily through decision-making criteria, enhancement diagnostics, administration, and the analysis of data in large quantities. Therefore there is a great need for the moral and legal challenges that are associated with advanced technology to be adequately tackled.

Over the past years, the HR challenges over technology issues have been escalating and therefore making it difficult for the delivery of health services without personnel. Hence, there has been a lot of questions on whether AI is to replace medical practitioners or not. However, artificial intelligence is made to find the HR solutions on the workforce and also raise moral questions over how it will work.

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