By aggressively managing legal and ethical issues, companies create a values-based culture that helps their employees build trust with customers and customers, build a reputation for quality and integrity, and work to improve society. Ethics management is managed from top to bottom. It includes all stakeholders in the area of corporate responsibility. More and more people are attracted to companies that they believe truly strive to work at a high level of integrity and with concern for the impact of their work. The notion of responsible business practices – ethics, corporate citizenship and community engagement – has become a legitimate factor that helps people make decisions about the products they buy and the companies they do business with. Ethics and compliance management are at the root of these efforts. HR departments are the main custodians of companies and therefore play an influential role in the design, maintenance and communication of codes of conduct. For companies, focusing on the well-being of employees and stakeholders on the one hand and aiming for profit maximization on the other are two priorities that are often at odds with each other. One of the most important ways for large companies to fill this gap is through proactive human resources efforts that aim to help organizations live up to their ethical ideals.
This unit describes the skills and knowledge required to seek information on compliance and ethical practice responsibilities and then develop and monitor policies and procedures to fulfill those responsibilities. Employees need to believe that their managers are truly committed to getting it right, rather than simply superficially supporting ethics to protect their own legal interests and obligations. Employees` perception of their senior management`s commitment and adherence to the company`s ethics and compliance guidelines are a critical factor in the overall success of these efforts. 1. Seek the information required for regulatory compliance 4.1 Continuously assess work practices to detect non-compliance and implement changes 3.1 Articulate and clearly document policies and procedures to support legal and ethical practice in easily accessible formats The candidate must be able to demonstrate the essential knowledge required to understand the elements and performance criteria of these Effectively perform the task described as a unit, manage the task, and manage unforeseen events in the context of the identified work role. This includes knowledge of: Large multinational companies strive to ensure fair and equitable working conditions for employees at all their locations and as part of their joint venture, subcontracting and supply chain relationships. They set high standards of integrity and values that transcend borders, while being sensitive to local customs and adapt to them as necessary. Since many ethical dilemmas abroad are not easy to solve, best practice companies have the courage to stay true to their beliefs and imagination to create solutions that meet all the conditions. Large companies evaluate candidates for their ethical qualities and values, as well as for their skills and experience. They set realistic goals and provide the resources to achieve them so as not to deceive employees by deceiving the system or customers.
Most importantly, they encourage employees to discuss the ethical issues facing the company so that they can continually adjust their policies. HR plays an important role in recruiting people with strong character, ensuring fair and achievable goals, facilitating employee ownership, and applying ethical hiring tactics. 2.1 Identification of the ethical framework that applies to the work context 1.1 Identification of sources of information on compliance requirements 4.3 Return problems or violations of ethical or legal practices to the people concerned More and more companies consider it necessary to compete at a certain level at the international level to succeed. Media coverage of an increasingly interconnected global society and the increasing complexity and risks of businesses mean that the behavior of multinational companies is being scrutinized and monitored more than ever. Business ethics and legal compliance today encompass a global community and carry great responsibility. When companies create an ethical environment guided by the example and commitment of all levels of management, they perform better financially, have higher rates of employee retention and satisfaction, and are more likely to make better decisions than organizations that do not actively ensure high ethical performance. In an atmosphere of trust and sincerity, employees are encouraged to seek advice within the organization when faced with ethical dilemmas, and they are rewarded for both their ethical behavior and their performance at work. Consistency between ethical guidelines and actual organizational practices exists at all levels of the organization. To improve and adapt policies, management relies on feedback from continuing education on ethics and compliance.
The key to continuous improvement is the ability to identify gaps between policy and execution, provide effective and regular training to employees, and stay on top of ongoing changes in technology, social expectations, and business risks. Creating a risk profile and determining what employees think about the company`s ethics programs and how their managers adhere to them are essential to the process. Large companies measure ethical criteria over time and require their boards to play an active role in overseeing ethics and compliance. 1.4 1Identify the risks, penalties and consequences of non-compliance 1.5 Assess and act on the need for specialized legal advice Throughout the company, open communication is established with senior management so that employees can feel comfortable discussing ethics and reporting bad news or questionable behaviour. The company has clear rules for giving and receiving, as well as other areas that are most susceptible to ethical failures. .