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 Truthfulness
Module: Value of Truthfulness
Be truthful to not threaten the integrity of all communication. Don’t be tolerant of communication that degrades individuals and humanity through distortion, prejudice, gossiping, or rumor spreading. This couldn’t be more important given today’s work environment and the role HR plays.
Make sure that leadership is also involved in truthful communication; individuals will need to hear the support from all levels. Submit to only the truth in promoting or even advertising your organization to potential candidates and new hires.
Listen openly to employees despite not having heard anything similar before. Have an open-door policy.
This will encourage them to share important truthful information with you regarding leadership, management or the organization despite how difficult it might be to discuss.
When discussing difficult truthful situations with coworkers, supervisors, or subordinates prepare what you want to say and be ready to say it in the least offensive way possible.
When discussing difficult truthful situations with a supervisor have them feel included in coming up with the answer to the problem rather than just telling them what you think should happen. Building relationships is key for HR to bridge gaps that may exist between employees and managers.
Finally, incorporate the following general guidelines in your organization’s handbook:
Remind employees to leave the office supplies at work, keep accurate and honest records of all reimbursable expenses, limit personal phone calls during business hours, fax and receive only work-related documents, use company copiers for their intended company purpose, use your own personal computer to send and receive e-mail messages and don’t use the internet for personal reasons on company time.
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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...