HR Management Assignment study help review analysis:: Report writing on HR policies and corporate governance

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Write a report writing help on HR policies and corporate governance in the workplace??

Solution the question frames is:

INTRODUCTION

CQUniversity, a well-known university follows a Code of Conduct which is applicable on all the University members including the Employees, Supervisors and Council Members, who also carry the responsibility of abiding this Code of Conduct of the University. The Code of Conduct has basically four Principles for Conduct which needs to be followed by the University Members and they are:

Principle 1:  Respect the (Inherent Dignity of the Individual

Principle 2:  Act on the basis of a Well Informed Conscience

Principle 3:  Be a Part of Scholar’s Community

Principle 4: Uphold the Public Interest

 As a part of their corporate Governance and Ethics policy CQUniversity has developed a central guide which needs to be referred and followed by the university members so that they are able to take ethical day-to-day decisions and show right behaviour during work.

The second document which has been analysed in this report is the Procedures of CQUniversity, Australia’s Workplace Harassment (Bullying), Sexual harassment and Unlawful Discrimination Procedures document.

Through this report the efforts are being done to identify the major stakeholders or groups which are getting affected by these two documents and the emerging business ethics which are being taken care of by them.

BODY

1.1Stakeholder Groups Affected by Both the Documents

The stakeholders as traditionally mentioned in researches are the group or individuals who either get affected or affect the achievement of the organisational objectives (Freeman, 1984). The Stakeholder concept is  redefinition of the organization which is in this case CQUniversity , through which it can be found what the organization should be  and how the CQUniversity should be conceptualised. Therefore organization itself is thought as a group of stakeholders and the sole purpose of the organisation is to take care of the needs, viewpoints and interest of the stakeholders (Friedman and Miles, 2006).

 According to the father of Stakeholder Concept, Freeman (Freeman, 2004)(2004), stakeholders are defined as the groups of individuals which are very vital for the very existence of the organization and are responsible for the success of the organization as well. As per the Normative Stakeholder Theory there should be theories regarding the actions of managers or stakeholders of organization and they should act according to the purpose of the organization which should be completely based upon the ethical principles (Friedman and Miles, 2006).

 The stakeholders who have been found to be affected by both the documents are:

• Members of the CQUniversity  Council
• The whole CQUniversity Council
•  Senior Staff
• The whole University as ‘ corporate entity’
•  The Vice-Chancellor and Executive
• Senior Staff at University
•  Academic as well the professional staff (including full-time, part-time, contract, annualised hours, continuing or term employment).
• Other individuals  who have been employed by university who are connected with CQUniversity students ( including contractors)
•  Adjunct staff
•  People using the resources  or facilities of university
•  Representatives and Volunteers  which act as agents of CQUniversity

1.2Emerging Business Ethics Issues which are being addressed by these two documents

Ethics is basically the study of how the actions or decisions taken by the stakeholders affect other people. There are several kinds of ethics like; social ethics, occupational ethics, individual ethics and organizational ethics (Chaturvedi, 2012). The first step to understand business ethics is to create awareness about the ethical issues. Thus an ethical issue can be defined as the problem or particular situation which needs pondering from the organization or from individual or requires an investigation in order to make a decision whether the issues is right or wrong (Emerging Business Ethics Issues, n.d.). The emerging business ethics issues which are being addressed in detail by these two documents are:

• Abusive or intimidating behaviour towards employees or staff or co-workers
• Sexual harassment
• Fraud
• Lying by Omission
• Environmental Issues

The Code of Conduct supports equal dignity and rights for all the human beings by being:

• Respectful to others
• Ensuring safety and dignity for others at the workplace ( by avoiding  sexual harassment, harassment,  workplace bullying)
• Creating and maintaining safe and  effectual  learning as well as working environment at the University
• Taking care of University Role when making any public comments or  taking any external activities

The  workplace harassment ( bullying), sexual harassment and unlawful discrimination procedures is very effective in handling the ethics issue which are related to  unlawful discrimination , sexual harassment and  workplace harassment too.

2.1 Aspects of Two Documents as a Response to Mandatory Requirements

 In response to the mandatory requirements the Code of Conduct has many aspects like:

“ Every individual has  right to be treated in  with equity and justice in a respectful manner” so  all the university members need to treat the students, members of community and  other staff with honesty, courtesy and respect.

Under the ;legislation of Workplace Health  and Safety Act, 1995 the University needs to maintain and take care of health and safety  of all the visitors, staff and  students. And the CQUniversity does so by ensuring safe plant, making sure that hazardous substances are stored, transported and handled in safe manner.

Then Media Relations Policy of the University allows the university members to comment regarding the community affairs or they can also comment on their subject of expertise, but it should not have impact on the effective discharge of University duties and should not result in conflict of interest.

In case of the document concerning workplace harassment (bullying), sexual harassment and unlawful discrimination procedures the mandatory requirements are:

The CQUniversity is bound to take disciplinary actions against the offenders according to the provisions of the Central Queensland University Enterprises Agreement (2009). Moreover the University also follows a Complaint Resolution Procedures which is mandatory to be followed however in cases of unlawful discrimination and sexual harassment the University allows the staff its right to seek external advice for the effective resolution of their complaint through the agencies like Anti-Discrimination Commission Queensland.

 The Formal Written Complaint has to be filed if the complainant does not get the issue resolved within five allocated days. This process is mandatory as per the document of workplace harassment (bullying), sexual harassment and unlawful discrimination procedures.

2.2 Aspects of Two Documents as a Response to Voluntary Practices

The Code of Conduct does have some intentional and charitable practices too in response to the voluntary practices followed by the CQUniversity and some of them are:

The staff members of CQUniversity who want to overcome substance abuse can make use of the Employee Assistance Program (EAP) which provides excellent counselling on voluntary basis to the people who need the counselling services.

The University member is being requested to actively participate in the committee so as to be a part of workplace grievance issue and they are being asked to talk deliberately about the activities of other university member. In this case the University has an obligation to provide right training to the participant before participation in any such committee. Thus this turns out to be a voluntary practice of CQUniversity.

As a part of voluntary practice within the Code of Conduct it expects the University teachers to followed ethical principles and that is why CQUniversity always encourages, teaching and extensive learning through processes which include challenging, debating, as well as questioning (Bowman, 1999).

As a part of voluntary practices in the CQUniversity as per the document of workplace harassment (bullying), sexual harassment and unlawful discrimination procedures it allows the individuals to get in touch with their supervisors or the people Culture Directorate for seeking completely confidential advice and assistance regarding the processes, potential solutions and options. In this document       the staffs is being encouraged to take support in the form of counselling through The University’s employee Assistance Program (EAP).

 Moreover although there is mandatory Complaint Resolution Procedure which is being followed by University but for some intentional help the University has added multiple entry points within this procedure because all the cases are different and some need entry at lowest level or some need at higher level. The complainant has the right to choose One-on-One resolution where he/ she can directly get the issue resolved with the respondent. The person can also go for Third Party Inter-mediary.

3.1 Reflection of Two Documents on Corporate Governance and Transparency at CQUniversity

Corporate Governance is said to be the focus of the 21^st century. The latest trend which has been seen across the corporate and business is introduction of corporate governance codes or enactment of new company laws . Corporate governance is more or less about exercising power over the corporate entities. It covers  all the activities done by ‘board’ and the relationship of board members with shareholders/ members or the ones who are managing the organization along with the regulators,  legitimate stakeholders and external auditors. Corporate governance is totally different from management (Tricker, 2012).

 Both the documents are true reflections of corporate governance. The Code of Conduct developed by CQUniversity upholds the public interest and carries the responsibility of maintaining highest possible standards of corporate governance as well as public administration too. As a part of corporate governance 56the University follows public sector ethics and abides by the Public Sector Ethics Act (1994) and according to this act the following principles are considered to be fundamental for good public administration:

• Integrity and  impartiality
• Commitment towards system of government
•  Promotion of public good
•  Accountability and transparency

The University will maintain integrity and impartiality by avoiding conflicts of interests; they will maintain confidentiality by not disclosing official information and responsibly following Privacy Guidelines of Queensland public sector.

As per the Code of Conduct the CQUniversity needs to maintain transparency and fairness by following the merit based process for selection, recruitment and appointment & promotion of its staff members. It follows the norms of Merit-based selection wherein the best available applicant is being appointed for the vacancy through open competition. All the received applications are being reviewed as per the  established criterion for the position without making any references  to the  irrelevant  characteristics which are attached to personal traits like  age, caste,  sex, race, marital status,  religion , disability or ethnic background. Moreover a part of transparency the University members are not allowed to accept or proffer gifts between the parties of interest to the University. All the gifts given or benefits offered are being reported to the Secretary of University as the entry is made into the Gifts Given Register (Bowman, 1999).

 As a business enterprise which has global presence CQUniversity needs to realise its positive corporate social responsibility and it contributes towards  the betterment of the community  by promoting sustainable  community development and  protection of the natural environment, engaging in genuine stakeholder dialogues which are transparent, honest and open communication platforms, and  making wholesome contribution towards the  community  through social , educational,  economic and cultural well-being at local as well as global levels.

The transparency is kept in all the procedures which are related to the supervisor’s awareness and the witness to inappropriate behaviour. There are procedures for the repeat offenders too who are guilty of bullying or sexual harassment or unlawful discrimination. Protection of both the complainant as well as the respondent is guaranteed through proper procedures. Transparency is also maintained in record keeping and confidentiality is maintained for all the cases of sexual harassment or bullying or unlawful discrimination.

CONCLUSION

Thus from all the above stakeholders analysis based upon the two documents first The Code of Conduct and the workplace harassment ( bullying), sexual harassment and unlawful discrimination procedures it is evident that CQUniversity has followed all the mandatory procedures and at the sometime it has voluntary practices too in place to handle the various kinds of issues in business ethics ranging from harassment , sexual harassment, fraud, environmental issues and abusing or intimidating behaviour if conducted by any of the University members. Moreover along with the proper procedures there are codes which follow the corporate governance to the core and try to maintain the transparency as required for sustainable development of CQUniversity globally as well as locally.

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