Running head: ETHICS 1 Code of Ethics and Code of Conduct in an Organization Brittany Lacey American Military University March 24, 2020 ETHICS 2 Abstract Code of ethics and code of conduct are essential guidelines that help in maintaining proper ethical conduct in any organization

Running head: ETHICS 1 Code of Ethics and Code of Conduct in an Organization Brittany Lacey American Military University March 24, 2020 ETHICS 2 Abstract Code of ethics and code of conduct are essential guidelines that help in maintaining proper ethical conduct in any organization. They play a pivotal role in shaping the behavior of all stakeholders in the workplace, and even outside in other landscapes of life as long as such actions have an impact on the firm. These codes ensure that all the processes in the firm are in line with the core values upheld and the stated mission. The paper looks at the differences between the code of ethics and the code of conduct. It also looks at the purposes they serve in a given organization and their importance. It also looks at some of the factors that, when applied, ensure ethical hiring process. Factors discussed include legal guidelines, the norms upheld in the firm, personal traits and behaviors and the applicant qualifications. ETHICS 3 Code of Ethics A code of ethics can be termed as the principle guides that are created to ensure that professionals carry out the role while upholding integrity and honesty. It also referred to as the ethical code and contains features such as business ethics, employee code of conduct and a code of professional practice. Code of ethics serves various purposes which include highlighting the missions and values that a given organization or business upholds. This helps in ensuring that all professionals in the given firm can align all their activities to assist in achieving its objectives. It also highlights the steps to be employed when handling problems that may arise within the organization. This is important since it helps the professional note the strategies to utilize when solving issues that arise which makes the process to be carried out effectively and within a short time frame. A code of ethics also highlights the organization’s core values and the standards which the employees are supposed to uphold. This helps in ensuring integrity, honesty, and professionalism are maintained. It is usually utilized in the decision-making processes. Code of Conduct The Code of conduct differs from the code of ethics in that it stipulates the specific behaviors and practices that a given employee in an organization should uphold. Its primary purpose is to highlight the accept actions and behaviors in a firm that matches with its mission and values. The Code of conduct also ensures that the practices and activities that the employees and the management undertake comply with the legal requirements and the organization standards. It also helps in marketing since it acts as a public statement and helps notify the public that a give organization is committed to maintaining high standards and the right cause of action. It also helps in risk mitigation since when the employees follow the stipulated code of conduct ETHICS 4 helps in reducing the chances of problems occurring. Therefore, a code of conduct dictates acceptable professional behaviors and actions hence ensuring efficiency in an organization. Ethical Hiring When carrying out a hiring process, an organization needs to consider the stipulated the legal requirements. This refers to a set of rules and policies that a given country or society has established in relation to professional practices. The organization should ensure that the hiring procedure follows the legal procedures to make sure the firm does not land into problems with the relevant authority. The process should be undertaken in such a way that it treats all the applicants fairly and without being discriminated against. Following the legal guidelines helps the given organization reduce the chances of it being punished by the bodies installed to deal with illegal practices. It also ensures that the firm maintains a positive image in public and legal view thus operating effectively. In the recent past, maintaining a positive image is undoubtedly one of the most important aspects of modern business. No business wants to make it to the headlines for having gone against the basic principles of ethical hiring because they may end up losing the trust of the public, and this can be disastrous for business. Things are changing dramatically in the context of business, and competition is increasing every other day. Therefore, organizations are expected to optimize their chances of remaining competitive by avoiding making such simple mistakes as embracing unethical hiring. The stipulated code of ethics and conduct should be considered when making hiring decisions within a given organization. These are standards that the organizations require all its employees and the management to uphold when carrying out basic operations such as in production and hiring. They offer guidelines on the decision-making processes and the actions to ETHICS 5 undertake which follows the organization’s values and norms. Considering the codes of conduct and the codes of ethics ensure that the team responsible for hiring does not operate outside the company’s objectives. This helps to maintain effective flow of activities within the organization and also enhances the processes utilized in tackling various issues that may arise in the hiring. The employee’s behavior and personality are other factors to take into account in an ethical hiring process. The team responsible for hiring new employees should gather as much information possible in relation to the practices and behaviors a given applicant had portrayed in the past. The behaviors should be then scrutinized in reference to the organization's mission and code of ethics upheld. The applicants whose behaviors match the accepted norms in the firm should be considered for hire. This helps in ensuring that the employees hired to tend to enforce the relevant practices that will enhance the interaction in the organizational setting. Intensive research on personal traits helps in establishing whether a given person will be able to integrate and associate with other employees in the organization. It also helps in determining whether he or she can follow the stipulated policies and set of rules that govern the operations in the organization. The applicants' qualifications is another factor that, when considered, will ensure ethical hiring. This refers to the skills and knowledge that a given person possesses in relation to the job requirements. An ethical hiring process ensures that the selection of employees who have the relevant qualifications and portrays favorable traits and behaviors are hired. It is very unethical to hire less qualified personnel as a result of applying unfair means of selection such as looking at gender and race. Having a qualified human resource helps in increasing the productivity of the employees. ETHICS 6 References Rush, M. (2017). About the Code of Ethics During the Hiring Process. Retrieved from Bizfluent: https://bizfluent.com/info-8489580-code-ethics-during-hiring-process.html Surbhi. (2017). Difference Between Code of Ethics and Code of Conduct. Retrieved from Key Differences: https://keydifferences.com/difference-between-code-of-ethics-and-code-ofconduct.html Running Head: STRATEGIC HUMAN RESOURCE MANAGEMENT Strategic Human Resource Management Brittany Lacey American Military Univeristy HRMT407 August 29, 2021 1 Running Head: STRATEGIC HUMAN RESOURCE MANAGEMENT 2 Abstract Human resource management is a very crucial department in every organization. Therefore, changes that aim to improve this department are highly encouraged since they help better its services. Above all, this results in the competitive advantage of such an organization in a competitive environment. Therefore, this paper has discussed how HR will benefit by evolving from administrative and operational to becoming a strategic partner. These benefits include Competitive advantages, executive succession, labor cost-efficiency, and legal compliance. Also, the evolution of the HR activities has been disused, giving an overview of how it has evolved from being an overseer of simple activities in an organization to a regulator of personal activities in an organization. Finally, to emphasize these points, the Apple organization has been used as an excellent example of companies that have gone through this transition. Running Head: STRATEGIC HUMAN RESOURCE MANAGEMENT Human Resource Management Human resource managers need to transition from primarily administrative and operational to strategic partners to reach the intended result. When working in a competitive environment, offered solutions must ensure a long-term positive working environment. As one company prospers, other companies compete to acquire employees, resulting in a shortage of skilled individuals in the market. Therefore, those organizations that want to meet the objectives of their stakeholders must first develop a more favorable working environment for their personnel. The strategic positioning of the human resource management contributes to the organization's ability to operate sustainably (Fenech et al., 2019). Furthermore, a company's success depends on its employees' efforts, and hence the solutions that customers envision are those given by human abilities. So the objective of this paper is to explain why human resource management must transition from being an administrative and operational role to becoming a strategic partner and a brief history of the human resources function. The study will investigate one specific business moving from an administrative and operational routine to a strategic partnership. The importance of HR Management transforming from an administrative and operational function to a strategic partner is explained in this article Competitive advantages When it comes to strategic human resource management, it is all about establishing a competitive advantage for a company through its personnel. The ability to boost efficiency and productivity in operations can be achieved by hiring devoted, experienced, motivated, and welltrained employees and improving product quality and customer experience. Therefore, the primary objective of strategic human resource managers is to hire people who have a high 3 Running Head: STRATEGIC HUMAN RESOURCE MANAGEMENT 4 potential for professional advancement and then provide them with numerous opportunities to learn and improve in their current positions (Ismail et al., 2017). In addition, developing staff with highly qualified industry experience can provide you with access to some of the best minds in the industry and allow you to stay at the cutting edge of technological progress. Executive succession Small business success is frequently intrinsically related to the entrepreneur's knowledge, enthusiasm, and connections. As a result of these issues, executive succession planning could be crucial in small firms. HR managers primarily involved in administrative chores do not contemplate replacing senior managers or company owners until it is too late. Interim management may therefore be required to take over while the ownership of the company is suitably transferred. Strategic human resources managers work with business owners to identify possible successors at an early stage and use years of experience, development, and mentorship to seize the company's reins on the owner's death or to step down. Following a significant leadership turnover, strategic succession planning can help a company keep track of itself. Labor cost-efficiency Administrative departments pay employees almost naturally, using arbitrary indications such as the number of years an employee has been working for the company to decide compensation. Strategic human resources departments can encourage and compensate their top performers who make the most significant contribution to the long-term success and achievement of corporate goals. A strategic human resources plan provides the most reward for employees who contributed the most to the organization, rather than people who sat on their office chairs for longer than others. Legal compliance Running Head: STRATEGIC HUMAN RESOURCE MANAGEMENT 5 Departments of human resources solely administrative in nature deal reactively with legal issues and set systems to prevent costly occurrences. Organizations with strategic management of human resources have strategies to ensure that their operations comply proactively with labor law, including discrimination at work and equal employment opportunities legislation (Willcocks et al., 2017). For example, when it comes to accessibility, a proactive department of human resources will discover that a facility does not provide access to disabled people before a problem occurs. It is common in organizations to have functional areas that are separate from one another. Still, it is necessary to integrate these sectors to achieve the organization's overall goal. Currently, there are no specific approaches or techniques that can be used to promote integration. However, when it comes to achieving organizational objectives, all divisions must coordinate their operations. Any organization's activities must be integrated for it to function effectively. This requires internal consistency. For example, a company that intends to grow its product range rapidly requires an aggressive marketing strategy, a strong emphasis on research and development in operations, a flexible financial approach, and a progressive human resource policy (Sarvaiya et al., 2018). The economic function is most likely to produce problems since the firm relies heavily on internal finances. Still, rapid expansion necessitates large sums of money, which the company will not provide and conflict with the strategy's objectives. Therefore, it is necessary to have a synergy between all of the activities. For example, suppose a corporation wants to be the market leader. In that case, it must provide products of the highest quality at the most competitive prices through an effective distribution network supported by aggressive marketing campaigns. These marketing policies must be supplemented by the efforts of the other functional groups. Running Head: STRATEGIC HUMAN RESOURCE MANAGEMENT 6 The evolution of the human resources function Years ago, the human resources department, commonly referred to as simply "personnel," was primarily responsible for maintaining records, ensuring that corporations complied with regulations and laws, and setting pay, compensation packages, and other perks. The human resources department has significantly advanced throughout the years. In reality, the human resources department has undergone significant transformations in the last ten years (Morris, 2018). Several new technologies have emerged in recent years that have automated much of the job previously performed by human resource specialists. As a result, the HR department that exists now looks practically nothing like the ones that lived in the past. On top of payroll automation and onboarding process automation, some platforms streamline the recruiting process and talent management systems that enable businesses to quickly determine whether their employees are receiving the appropriate training opportunities, among other things. Instead of concentrating on personnel management and administrative responsibilities, today's human resources departments, or at least those that are forward-thinking, devote their time and resources to managing employee engagement and strengthening corporate culture rather than the reverse. They are also responsible for managing the employees themselves to increase the likelihood that they are satisfied at their jobs and will continue to work there for the foreseeable future. According to Deloitte, despite the advancements and growth in the human resources field over the previous decade, according to a recent survey, 80 percent of respondents say their company's human resources capabilities are weak. It would appear that one of the primary reasons for this is the widespread aversion to change that exists among businesses. As an example, human resource managers could hesitate to implement innovative human resource Running Head: STRATEGIC HUMAN RESOURCE MANAGEMENT 7 technology because they are concerned about the possibility of losing their jobs as a result. But, on the other hand, human resource experts may deliver even more essential services to their organizations by investing in innovative HR technology and platforms while also enhancing team morale and, as a result, productivity. Research regarding an organization that has successfully made this transition Apple is a firm in which the human resource department was both administrative and operational. A lack of dedication among employees rendered the business model untenable. The company's revenue leakages prompted it to seek reparations from shareholders to remedy the situation. A new strategic move by Apple's human resource employees has elevated the business to the top of the market while also establishing it as a leader in technological innovation. Workers with a strategic human resource view were more likely to seek opportunities to develop on the next technological frontier. As a result, Apple has become the most profitable company globally and the most preferred by customers for its products and services. Apple's business was transformed from an unsustainable business model to a flourishing organization through human capital. Conclusion In summary, the success of a company is directly related to its human resource management. The human resource department should hire both skilled and innovative individuals, which will help the company evolve. Workers' primary responsibility is to steer the company in a positive direction. Companies that have gained a competitive edge by developing employee skills and improving the working environment have achieved the goals set forth. The result of synergies serves the purpose of ensuring collegiality in the systems of the organization. The commitment of a workforce is bolstered by the presence of strategic human resource Running Head: STRATEGIC HUMAN RESOURCE MANAGEMENT 8 experts. Creating competitive solutions in the market and motivating the employees internally rather than outside are two characteristics of a strategic human resource professional. Employees are dedicated to the organization's goals, which generates interest among various client segments, resulting in improved profitability for the company. To achieve the purposes set forth, businesses should employ the greatest human resource specialists available. Running Head: STRATEGIC HUMAN RESOURCE MANAGEMENT 9 References Fenech, R., Baguant, P., & Ivanov, D. (2019). The changing role of human resource management in an era of digital transformation. Journal of Management Information and Decision Sciences, 22(2), 1-10. Ismail, M. H., Khater, M., & Zaki, M. (2017). Digital business transformation and strategy: What do we know so far. Cambridge Service Alliance, 10, 1-35. Morris, A. (2018). Increasing the strategic role of HR: the importance of macro-economic conditions. Human Resource Management International Digest. Sarvaiya, H., Eweje, G., & Arrowsmith, J. (2018). The roles of HRM in CSR: strategic partnership or operational support?. Journal of Business Ethics, 153(3), 825-837. Willcocks, L., Lacity, M., & Craig, A. (2017). Robotic process automation: strategic transformation lever for global business services?. Journal of Information Technology Teaching Cases, 7(1), 17-28. Running Head: RESEARCH ESSAY 1 Brittany Lacey HMRT419 American Military University November 15, 2020 RESEARCH ESSAY 2 Military Essay on Recruitment Challenges The military recruitment process has often encountered severe challenges. Some go beyond the ability of the military offices of DOD to deal with it adequately...