Managing Human Capital
Script Group
LECTURE # 5
Date : 31-3-2024
Name :Muhammad Bilal
Student ID: 20329
Topic 1 : Code of Business Ethics
A code of ethics, also referred to as an "ethical code," may encompass areas such
as business ethics, a code of professional practice, and an employee code of
conduct.
KEY TAKEAWAYS:
• A code of ethics sets out an organization's ethical guidelines and best
practices to follow for honesty, integrity, and professionalism.
• For members of an organization, violating the code of ethics can result in
sanctions including termination
Types of Codes of Ethics
A code of ethics can take a variety of forms, but the general goal is to ensure that a
business and its employees are following state and federal laws, conducting
themselves according to an ideal that can be exemplary, and ensuring that the
business being conducted is beneficial for all stakeholders. The following are two
types of codes of ethics found in business.
Compliance-Based Code of Ethics:
For all businesses, laws regulate issues such as hiring and safety standards.
Compliance-based codes of ethics not only set guidelines for conduct but also
penalties for violations
Value-Based Code of Ethics:
A value-based code of ethics addresses a company's core value system. It may
outline standards of responsible conduct as they relate to the larger public good and
the environment. Value-based ethical codes may require a greater degree of self-
regulation than compliance-based codes
The Bottom Line:
A code of ethics is a guiding set of principles intended to instruct professionals to
act in a manner that aligns with the organization's values, and is beneficial to all
stakeholders involved. A code of ethics is drafted by a business and tailored to the
specific industry at hand, requiring all employees of that business to adhere to the
code.
The moral choices of businesses have evolved, from the industrial age to the
modern era. In the world we live in today, working conditions, how a business
impacts the environment, and how it deals with inequality, are all areas that are
garnering a greater degree of attention. A code of ethics helps ensure that
businesses will act with greater integrity at various levels of the organization.
What Is an Example of a Code of Ethics?
An example of a code of ethics would be a business that drafts a code outlining all
the ways the business should act with honesty and integrity in its day-to-day
operations, from how its employees behave and interact with clients, to the types of
individuals it does business with, including suppliers and advertising agencies.
Name : Sualiha Anwar
Student ID : 20267
Topic 2 Competitive Advantages:
Competitive advantage in HRM refers to gaining an edge over competitors by
effectively managing human resources to achieve organizational goals. This
involves attracting, developing, and retaining talented employees, aligning HR
practices with business strategies, fostering a culture of innovation and
productivity, and continuously adapting to changes in the external environment.
Talent Development:
Once employees are onboard, organizations focus on developing their skills and
capabilities to enhance performance and contribute to organizational success. This
includes providing training and development opportunities, mentoring and
coaching programs, career advancement pathways, and continuous learning
initiatives.
Performance Management:
Effective performance management systems help organizations align individual
and team goals with overall business objectives, track employee performance,
provide feedback and coaching, and reward high performers. By effectively
managing performance, organizations can ensure that employees are contributing
to the achievement of strategic goals and objectives.
Workforce Diversity and Inclusion:
Embracing diversity and inclusion in the workplace can provide a competitive
advantage by fostering creativity, innovation, and different perspectives.
Organizations that value diversity and create inclusive environments can attract a
wider pool of talent, enhance employee satisfaction and engagement, and better
understand and serve diverse customer bases.
Adaptability and Change Management:
In today's rapidly evolving business environment, organizations must be able to
adapt to changes quickly and effectively. HRM plays a critical role in facilitating
organizational change by ensuring that employees are equipped with the necessary
skills and competencies, managing resistance to change, and fostering a culture of
agility and innovation.
Name: Maryam Noor
Student Id: 20185
Topic 3. HR is a Service Oriented:
Human Resources (HR) is a service-oriented function that focuses on the well-
being and development of employees within an organization. It employs a
humanistic approach by valuing each individual's unique needs and aspirations.
In practical terms, this means HR professionals strive to create a positive work
environment where employees feel supported and valued. For example, suppose a
company's HR department organizes regular wellness workshops and mental health
support sessions for employees. In that case, it demonstrates a humanistic approach
by addressing not just professional but also personal well-being.
HR utilizes easy and crisp language in its communications to ensure clarity and
professionalism. For instance, when disseminating company policies or conducting
training sessions, HR professionals use straightforward and understandable
language to ensure all employees comprehend important information effectively.
In summary, HR's service-oriented and humanistic approach is exemplified
through initiatives that prioritize employee welfare and development while
ensuring clear and accessible communication across all organizational levels.
Name: Abdul Mateen
Student ID: 19930
Topic 4 HR Services:
HR services encompass a range of activities functions aimed at managing an
organization's human capital effectively. These services are typically provided by
the HR department or outsourced to HR service providers. Some common HR
services include:
1. Recruitment and Staffing:
This involves sourcing, screening, and selecting candidates to fill open positions
within the organization.
2. Employee Onboarding: Ensuring new hires have a smooth transition into the
organization by providing necessary paperwork, orientation, and training.
3. Employee Relations: Managing relationships between employees and
employers, handling conflicts, grievances, and ensuring compliance with labor
laws and regulations.
4. Performance Management: Developing and implementing systems to evaluate
employee performance, provide feedback, and set goals.
5. Training and Development: Offering training programs to enhance employee
skills, knowledge, and capabilities, and supporting career development initiatives.
6.Compensation and Benefits: Administering employee compensation, benefits,
and incentive programs, ensuring they are competitive and align with
organizational goals.
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Name: Syed Jehanzaib Ali
Student ID: 20224
Topic 5 Outsource HR:
Outsourcing HR refers to the practice where a company hires external service
providers to manage human resource functions. This can range from payroll
processing to recruitment and training. The goal is to allow the company to focus
on its core business activities while the outsourced HR firm handles the specialized
tasks of managing personnel.
For instance, consider a small tech startup that’s rapidly expanding. They need to
hire more developers, but the process is time-consuming and requires expertise
they don’t have. By outsourcing HR, they partner with a firm that specializes in
tech recruitment, ensuring they attract the right talent while the startup focuses on
product development.
Another example could be a medium-sized manufacturing company that
outsources its payroll management. This ensures that employees are paid
accurately and on time, while the company can concentrate on improving its
production processes.
In essence, outsourcing HR allows businesses to leverage external expertise,
reduce costs, and improve efficiency, enabling them to grow and adapt in their
respective markets.
Name: M. Shahzaib
Student ID: 19769
Topic 6 : The strategic focus of HR:
Certainly! Here are five key strategic focuses of Human Resources (HR):
1. Talent Acquisition and Retention:
HR strategically focuses on attracting and retaining top talent that aligns with the
organization's goals and culture. This involves implementing innovative
recruitment strategies, employer branding initiatives, and retention programs to
ensure a skilled and engaged workforce.
2. Learning and Development:
HR invests in learning and development initiatives to enhance the skills,
knowledge, and capabilities of employees. This includes offering training
programs, leadership development opportunities, and career advancement
pathways to foster continuous learning and career growth.
3. Employee Engagement and Well-being:
HR prioritizes employee engagement and well-being to create a positive work
environment and improve overall organizational performance. This involves
implementing initiatives such as employee recognition programs, wellness
initiatives, and flexible work arrangements to enhance job satisfaction and
productivity.
4. Succession Planning:
HR strategically plans for future leadership needs by identifying and developing
high-potential employees for key roles within the organization. This involves
assessing talent gaps, grooming successors, and implementing leadership
development programs to ensure a seamless transition of leadership and continuity
in achieving organizational goals.
5. Diversity, Equity, and Inclusion (DEI):
HR focuses on promoting diversity, equity, and inclusion within the workplace to
create a more equitable and innovative workforce. This includes implementing DEI
initiatives such as diversity training, inclusive hiring practices, and creating a
culture of belonging where all employees feel valued and respected.
These strategic focuses enable HR to effectively align its practices and initiatives
with the broader organizational goals, driving sustainable growth, and competitive
advantage.
Name: Abdul Rehman
Student ID:19860
Topic 7 : Border Action Planning:
Border Action Planning in HRM involves creating strategies to address challenges
that occur when HR policies or practices intersect with other departments or areas
within an organization.
For example, if the HR department implements a new training program, they need
to collaborate with other departments such as IT to ensure the necessary
technology infrastructure is in place, with Operations to schedule training sessions
without disrupting workflow, and with Finance to allocate budget for the program.
Border Action Planning in this context would involve coordinating efforts across
these departments to ensure the successful implementation of the training program.
Name : Ammara Abubaker
Student ID : 20325
Topic 8 Agent in HR:
An agent HR, also known as an HR agent or HR representative, is an individual or
team within an organization responsible for handling various human resources
functions on behalf of employees or departments.
They act as intermediaries between employees and the HR department, often
providing support and guidance on HR-related matters.
Examples of tasks an agent HR might handle include:
Onboarding and Off boarding: Assisting new hires with paperwork, orientation,
and answering questions about benefits. Similarly, facilitating the exit process for
departing employees.
Benefits Administration:
Helping employees understand their benefits packages, assisting with enrollment,
and addressing inquiries or issues related to health insurance, retirement plans, etc.
Leave Management:
Managing requests for time off, including vacation, sick leave, and parental leave.
Ensuring compliance with company policies and relevant regulations.
Employee Relations:
Serving as a point of contact for employees to discuss concerns or grievances, and
guiding them through the appropriate channels for resolution.
Training and Development:
Coordinating training sessions, workshops, or other development opportunities for
employees, and providing information on available resources.
Performance Management:
Assisting with performance appraisal processes, explaining performance metrics,
and addressing questions or concerns about evaluations.
Policy Enforcement:
Communicating and enforcing HR policies and procedures, such as attendance
policies, code of conduct, and anti-discrimination policies.
Overall, agent HR plays a crucial role in supporting both employees and the HR
department by handling day-to-day HR tasks efficiently and effectively.
Name:Shahzaib Ahmed
Student ID: 19765
Topic 09 Champion for employees in HR :
Introduction:
The concept of "Champion for Employees in HR" revolves around the idea of HR
professionals advocating for the needs and interests of employees within an
organization. Here's a detailed explanation along with relevant examples:
Understanding Employee Needs:
HR champions recognize the importance of understanding employees' needs,
concerns, and aspirations. They actively engage with employees to gather feedback
and insights, ensuring that HR policies and initiatives are aligned with the
workforce's expectations.
Example:
An HR champion conducts regular employee satisfaction surveys and focus group
discussions to gather feedback on workplace culture, benefits, and work-life
balance.
Advocating for Employee Well-being:
HR champions prioritize employee well-being and strive to create a supportive
work environment where employees feel valued, respected, and supported in
achieving work-life balance.
Example: In response to feedback from employees expressing concerns about
stress and burnout, an HR champion collaborates with department heads to
implement initiatives such as mindfulness workshops and flexible work
arrangements.
Promoting Diversity and Inclusion:
HR champions advocate for diversity and inclusion initiatives to ensure that all
employees feel respected and included regardless of their background, gender,
race, or orientation.
Example: An HR champion leads the development of diversity training programs
and establishes employee resource groups to provide support and networking
opportunities for underrepresented groups.
Empowering Employee Development:
HR champions recognize the importance of investing in employee development
and career growth. They promote opportunities for training, skill development, and
advancement within the organization.
Example: An HR champion works with managers to identify high-potential
employees and create personalized development plans that include training
workshops, mentorship programs, and stretch assignments.
Fostering Open Communication:
HR champions facilitate open communication channels between employees and
management, encouraging dialogue, transparency, and collaboration to address
concerns and resolve issues effectively.
Example: An HR champion organizes regular town hall meetings where
employees can voice their opinions, ask questions, and provide feedback directly to
senior leadership.
Recognizing and Rewarding Excellence:
HR champions advocate for fair and equitable recognition and reward systems that
acknowledge employees' contributions and achievements, thereby fostering
motivation and engagement.
Example: An HR champion implements an employee recognition program that
celebrates outstanding performance and contributions through awards, bonuses,
and public acknowledgments.
Name: Fareed Zahid
Student ID : 19766
Topic 10 Formulated business strategy in HRM:
A formulated business strategy in Human Resource Management (HRM)
encompasses various aspects tailored to align the workforce with organizational
objectives and drive sustainable competitive advantage. Here's a detailed
breakdown of such a strategy:
Alignment with Organizational Goals:
The HRM strategy begins with a thorough understanding of the organization's
mission, vision, and strategic goals. HRM must align its initiatives with these
broader objectives to ensure that every HR activity contributes to the overall
success of the business.
Talent Acquisition and Recruitment:
A key aspect of HRM strategy involves attracting, selecting, and onboarding top
talent that fits the organization's culture and has the skills necessary to drive
performance. This may involve developing employer branding strategies,
optimizing recruitment processes, and leveraging various sourcing channels,
including social media and professional networks.
Employee Development and Training:
To ensure a skilled and adaptable workforce, HRM formulates strategies for
continuous learning and development. This may include designing training
programs, implementing mentorship initiatives, and providing opportunities for
both formal and informal learning experiences to enhance employee capabilities
and career progression.
Performance Management:
HRM establishes frameworks for setting clear performance expectations, providing
regular feedback, and evaluating employee performance. Performance
management systems may include goal setting, performance appraisals, and reward
and recognition mechanisms to motivate employees and drive accountability.
Employee Engagement and Retention:
A successful HRM strategy prioritizes initiatives to foster a positive work
environment, enhance employee satisfaction, and reduce turnover. This may
involve conducting regular employee surveys, implementing strategies to improve
work-life balance, and creating opportunities for employee involvement and
feedback.
Name : Arsalan ul haq
Student ID : 19867
Topic 11: Identify workforce environment in HRM:
In Human Resource Management (HRM), the workforce environment refers to the
conditions, atmosphere, and overall context within which employees operate and
interact in an organization. This environment encompasses various factors that
influence employees' experiences, well-being, and performance. Key elements of
the workforce environment include:
1. Organizational Culture:
This includes the values, beliefs, norms, and behaviors that characterize how work
is done within the organization. A strong and positive culture can contribute to
employee engagement and satisfaction.
2. Workplace Diversity:
This pertains to the presence of employees from various backgrounds, cultures,
ages, genders, and experiences within the workforce. Embracing diversity can lead
to innovation and a richer organizational environment.
3. Physical Work Environment:
The physical setting where employees perform their tasks, including office layout,
facilities, and amenities, which can impact comfort, safety, and productivity.
4. Work-Life Balance:
The extent to which employees can effectively balance their professional
responsibilities with personal and family commitments. A supportive work-life
balance contributes to employee well-being and retention.
5. Leadership and Management Style:
The approach taken by leaders and managers in directing and guiding employees.
Effective leadership can foster a positive and motivating work environment.
6. Communication Channels:
anization, including formal and informal communication methods. Clear and open
communication promotes transparency and trust.
7. Employee Relations: The quality of relationships between employees and
between employees and management. Positive employee relations contribute to a
harmonious and productive workforce.
8. Career Development Opportunities: The availability of opportunities for
employees to learn, grow, and advance within the organization. A supportive
environment for career development enhances employee engagement and loyalty.
9. Compensation and Benefits: The fairness and competitiveness of pay and
benefits offered to employees. Compensation practices can impact motivation and
job satisfaction.
10. Employee Well-being Programs: Initiatives aimed at supporting employees'
physical, mental, and emotional health, such as wellness programs and employee
assistance services.
Understanding and managing the workforce environment effectively is crucial for
HRM professionals to attract, retain, and motivate talented employees, ultimately
contributing to organizational success.
Name : Muhammad Faisal
Student ID: 19887
TOPIC 12 : Integrity in HRM :
In Human Resource Management (HRM), integrity refers to the quality of being
honest, ethical, and consistent in behavior, actions, and decision-making processes
within the organization. Integrity is a fundamental aspect of HRM as it forms the
basis for trust between employees, managers, and the organization as a whole.
Here's how integrity manifests in HRM:
1. Recruitment and Selection:
HR professionals ensure integrity in the recruitment and selection process by
adhering to fair and unbiased practices. This includes evaluating candidates based
on their qualifications, skills, and experiences rather than personal biases or
preferences.
2. Employee Relations:
Integrity plays a crucial role in fostering positive employee relations. HR managers
must handle employee grievances, conflicts, and disciplinary actions with fairness
and transparency, ensuring that policies and procedures are consistently applied to
all employees.
3. Confidentiality:
HR professionals often deal with sensitive employee information, such as salaries,
performance evaluations, and personal issues. Maintaining confidentiality
demonstrates integrity and builds trust between employees and the HR department.
4. Compliance and Legal Matters:
Integrity in HRM involves ensuring compliance with labor laws, regulations, and
company policies. HR professionals must uphold ethical standards and ensure that
the organization operates within legal boundaries, fostering a culture of integrity
and accountability.
5. Performance Management:
Integrity is essential in performance management processes such as performance
evaluations, promotions, and rewards. HR managers must ensure that performance
assessments are fair, objective, and based on merit rather than favoritism or bias.
6.Training and Development:
HR professionals promote integrity through training and development programs
that emphasize ethical conduct, diversity, inclusion, and respect in the workplace.
These initiatives help cultivate a culture of integrity and promote positive
behaviors among employees.
7. Leadership:
HR plays a crucial role in cultivating ethical leadership within the organization. By
selecting, training, and developing leaders who demonstrate integrity and ethical
behavior, HR contributes to the creation of a positive work environment where
employees feel valued and respected.
Name : DANISH
Student ID :19771
Topic 13: Employer Value Proposition (EVP):
Employer Value Proposition (EVP) in Human Resource Management (HRM)
refers to the unique set of benefits and rewards that an organization offers to
attract, retain, and engage employees. It encompasses the overall value that an
employer provides to its employees, beyond just compensation and benefits. Here's
an overview of EVP in HRM:
1. Definition:
EVP is the value proposition that an organization presents to current and potential
employees, highlighting what sets it apart as an employer of choice. It includes
factors such as the company culture, work environment, career development
opportunities, rewards and recognition, and the overall employee experience.
2. Key Components:
Company Culture:
EVP encompasses the organization's values, mission, and workplace culture,
reflecting how employees are treated and what they can expect in terms of
collaboration, respect, and inclusivity.
Career Development:
EVP includes opportunities for growth, advancement, and skill development, such
as training programs, mentorship, and career paths within the organization.
Total Rewards:
EVP encompasses both tangible rewards (such as compensation, benefits, and
incentives) and intangible rewards (such as work-life balance, flexibility, and
recognition).
Work Environment:
EVP includes factors such as the physical workspace, work-life balance, flexible
work arrangements, and employee well-being initiatives.
Employee Value:
EVP focuses on what employees gain from working for the organization, including
opportunities for meaningful work, personal fulfillment, and a sense of belonging.
3. Importance of EVP:
EVP plays a key role in employee retention and engagement, as it helps create a
positive workplace experience that motivates employees to stay with the
organization.
EVP contributes to employer branding and reputation, influencing how the
organization is perceived by current and potential employees, as well as by
external stakeholders.
4. Developing EVP:
Organizations can develop their EVP by conducting employee surveys, focus
groups, and interviews to understand what matters most to employees and what
they value in their employment experience.
In summary, EVP is a critical aspect of HRM that encompasses the overall value
proposition that an organization offers to attract, retain, and engage employees. It
reflects the organization's culture, values, rewards, and employee experience, and
plays a key role in attracting top talent and fostering employee loyalty and
engagement.
