Code of ethics

Sample Solution

1. Human Resource Management (HRM) is the strategic and systematic approach to managing people in an organization to achieve its goals. It involves the acquisition, development, maintenance, and utilization of a workforce. HRM is concerned with all aspects of employment, including recruitment and selection, performance management, training and development, compensation and benefits, and employee relations.

2. A code of ethics is a set of principles and standards that guide the behavior of an organization and its employees. It is a public statement of the organization's values and its commitment to ethical conduct. A code of ethics is important for an organization because it helps to:

• Promote a culture of integrity and ethical behavior

Full Answer Section

• Protect the organization's reputation
• Reduce the risk of legal liability
• Attract and retain top talent
• Build trust with customers and other stakeholders

3. The four main steps within the staffing function are:

4. Human resource planning: This step involves identifying the organization's current and future staffing needs.

5. Recruitment: This step involves attracting qualified candidates to apply for open positions.

6. Selection: This step involves evaluating candidates and selecting the most qualified person for each position.

7. Onboarding: This step involves orienting new employees to the organization and its culture.

8. Eight types of employee compensation include:

• Base pay: This is the regular salary or hourly wage that an employee earns.
• Bonus pay: This is extra pay that an employee may earn if they meet certain performance goals.
• Commission: This is a percentage of sales that an employee earns.
• Benefits: These are fringe benefits that an employee receives, such as health insurance, paid time off, and retirement savings plans.
• Stock options: These give an employee the right to purchase shares of the company's stock at a discounted price.
• Profit sharing: This program allows employees to share in the company's profits.
• Sign-on bonus: This is a bonus that an employee receives when they are hired.
• Relocation expenses: These are expenses that an employer pays to help an employee move to a new city for the job.

5. The four main reasons why employees leave their jobs are:

• Low pay and benefits: Employees want to be compensated fairly for their work and have access to good benefits.
• Lack of opportunities for advancement: Employees want to feel like they have the opportunity to grow and develop in their careers.
• Poor management: Employees want to be managed fairly and respectfully.
• Poor work-life balance: Employees want to have a good work-life balance and be able to spend time with their families and friends.

6. Two ethical perils of job announcements are:

• Discrimination: Job announcements should not discriminate against any group of people, such as based on race, religion, gender, age, or disability.
• Misleading information: Job announcements should be accurate and truthful. They should not mislead candidates about the job or the organization.

7. The two factors that usually weigh heavily in deciding which questions should and should not be asked during an applicant's interview are:

• Relevance: The questions should be relevant to the job and the applicant's qualifications.
• Legality: The questions should be legal to ask. For example, it is illegal to ask an applicant about their marital status or family planning.

8. The three considerations a Human Resource Management (HRM) professional should address during an employee's review for promotion within an organization are:

• Performance: The employee's performance should be evaluated based on their job duties and responsibilities.
• Potential: The employee should have the potential to succeed in the new position.
• Cultural fit: The employee should be a good fit for the organization's culture and values.

The most important consideration an HRM professional should contemplate during the employment promotion process is performance. The employee should be promoted because they have demonstrated the ability to perform the job successfully.

9. At-will employment means that an employer can terminate an employee for any reason or no reason at all, as long as the reason is not illegal. At-will employment is the default rule in the United States, unless the employee has a contract that states otherwise.

I hope this answers your questions. Please let me know if you have any other questions.