Organizational Ethics for HR Managers
Ethics are the principles and standards that guide our behavior. Workplace ethics must be at the forefront of every organization’s initial development phase and continued growth. HR professionals, like you, are in the perfect position to take the lead in establishing a fair, morally principled work environment.
It has become incredibly important to build an organizational foundation and structure with a strong mission, vision and values based on ethical principles and practices. This course will not only increase your overall understanding of organizational ethics but also decrease the level of ambiguity among employees regarding good ethical decisions.
We know simply hiring “good” people doesn’t make a “good” organization. As the HR leader, you play an important role in establishing the right foundation and ensuring it is integrated into the culture. Take this course so you can take the lead in developing a strong, ethical workforce and environment.
HR Jetpack is recognized by SHRM to offer Professional Development Credits (PDCs) for SHRM-CP or SHRM-SCP. This program is valid for 1.50 PDCs for the SHRM-CP or SHRM-SCP. For more information about certification or recertification, please visit shrmcertification.org.
This activity, has been approved for 1.50 HR (General) recertification credit hours toward aPHR™, PHR®, PHRca®, SPHR®, GPHR®, PHRi™ and SPHRi™ recertification through HR Certification Institute® (HRCI®). For more information about certification or recertification, please visit the HR Certification Institute website at www.hrci.org.
The use of the HRCI seal confirms that this activity has met HR Certification Institute's® (HRCI®) criteria for recertification credit pre-approval.
Title: Incorporating Trust
Module: Value of Trust
Let’s discuss important strategies for building important relationships. To build rapport with employees be consistent with communications. Share as much information as possible throughout the year about your HR initiatives via email, through open town hall meetings and even one-on-one sessions.
Encourage your fellow managers to do the same. Management needs to take the first step in trusting employees and eventually employees will learn to reciprocate.
Communicate the things you know for sure and then, if there are any actions to take, make sure you follow through. Conduct face-to-face communication, use the management-by-walking-around technique. Getting out of your HR department and being “seen” can help tremendously in building your connection with employees.
Don’t withhold or delay information. Employees often feel uneasy when communication is delayed. Encourage creativity by communicating all aspects of the situation and make sure everyone is aware of what is trying to be accomplished.
Practice self-examination honestly and frequently. Am I participating and setting the example to reach the described goals? You know how important it is to take accountability for inefficiencies within your area, especially when receiving feedback. And, of course, remember how essential it is to maintain confidentiality.
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Dawn Tedesco has over twenty years’ experience in operations and human resources management in the hospitality industry. Dawn has designed, developed, and facilitated training for several large organizations and specializes in employee development, labor relations, and behavioral compliance. Dawn provides digital learning services to employee workforces and businesses.
Dawn has a Bachelor of Arts in Hospitality...