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Next, suggest two (2) actions that HR should take in order to ensure an organization’s compliance with Sarbanes-Oxley. Explain the manner in which HR policies and practices are instrumental in implementing, and ensuring compliance, with legal mandates.
The two actions that I think that Hr should take in order to ensure an organization to compliance with Sarbanes-Oxley will be control deficiency and fraud exposure. HR suppose to know who is hired and getting paid by the company. It all time Hr should know what is going on within there company. HR should look at the company’s mainframe and gather what is unseen and hidden. They should check checks and balances to make sure everyone is getting paid and that there’s money to pay for other things. Check for fraud and other misuse internal wrongdoings that employee do while at work. HR suppose to be the source of the company’s control, nothing gets through unless HR admits that it does. Controlling deficiency can lead to many problems such as hiring, firing, promoting and embezzlement. When dealing with major audits HR should be cover all bases and ensuring that there’s no improperly misuses which may lead to pointe risk liability on the company. For example: When internal employees misuse company’s networks it can very so lead to fraud or identity theft. People that work for major company’s can use clients/employees personal information and misuse it for other things. At my current job, if you leave your computer screen open and another coworker comes in runs someone name that is not on supervision through your screen you will be accountable for the improperly misuse can be fine, lost of job and go to prison; because it was your computer, even if you didn’t do it.
Examine the key individual and organizational factors that influence an ethical decision making framework in resolving ethical dilemmas. Outline a guide that HR can use to implement principles and core values in ethical decision making in an organization. Provide a rationale for your response.
Morals are another individual characteristic that can affect an individual’s ethics. Morals are the rules people develop as a result of cultural norms and values and are, traditionally, what employees learn from their childhood, culture, education, religion, etc. They are usually described as good or bad behavior(Study, n.d.).
As HR professionals, we are responsible for adding value to the organizations we serve and contributing to the ethical success of those organizations. We accept professional responsibility for our individual decisions and actions. We are also advocates for the profession by engaging in activities that enhance its credibility and value(SHRM, 2018).
Intent
“To build respect, credibility and strategic importance for the HR profession within our organizations, the business community, and the communities in which we work.
To assist the organizations we serve in achieving their objectives and goals.
To inform and educate current and future practitioners, the organizations we serve, and the general public about principles and practices that help the profession.
To positively influence workplace and recruitment practices.
To encourage professional decision-making and responsibility.
To encourage social responsibility(SHRM,2018).”
Guidelines

“Adhere to the highest standards of ethical and professional behavior.
Measure the effectiveness of HR in contributing to or achieving organizational goals.
Comply with the law.
Work consistent with the values of the profession.
Strive to achieve the highest levels of service, performance and social responsibility.
Advocate for the appropriate use and appreciation of human beings as employees.
Advocate openly and within the established forums for debate in order to influence decision-making and results(SHRM, 2018).”
References
(n.d.). Retrieved from https://study.com/academy/lesson/factors-that-affect-ethical-behavior-in-the-workplace.html#
SHRM. (2018, May 03). Code of Ethics. Retrieved from https://www.shrm.org/about-shrm/pages/code-of-ethics.aspx
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