CIV5705 Pavement Design And Analysis

CIV5705 Pavement Design And Analysis

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CIV5705 Pavement Design And Analysis

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CIV5705 Pavement Design And Analysis

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Course Code: CIV5705
University: University Of Southern Queensland is not sponsored or endorsed by this college or university

Country: Australia


The first Individual Assignment focuses on evaluating the HR policies of an organisation for their alignment with the organisation’s business strategy.
To prepare for this Individual Assignment:
For your organisation, or another organisation that you know well, familiarise yourself with the organisation’s business strategy and existing HR policies.


Human Resources policies and strategies are designed by aligning it with the organization’s business strategy (Farndale, Scullion & Sparrow, 2010). The current scope of analysis deals with Rampar Trading (Pty) LTD HR policies. The Company was established 45 years ago in South Africa and has currently become a South African retail giant. With a number of retail across the country, it currently has three retail divisions, with a large number of employees managing the business. The current discussion encompasses ways the company’s HR policies are aligned to its business strategies.
Analysis of Ethical Code of Conduct
Rampar Trading has grown and developed into an extensive retail organization employing a large number of employees. Thus, it has an extensive policies and procedures encompassing various code of conduct for its employees (Nankervis, Baird, Coffey & Shields, 2013). The Company has HR polices for Code of conduct, recruitment, leave, resignation, promotion, demotion, disciplinary procedures, banking procedures and so on. In the current discussion code of conduct expected from employees of the organization will be discussed. The organization believes in maintaining highest possible standards in ethics and morality. The business and its founders have immense faith in ethical conduct of the business being able to provide success. In order to adopt stringent ethical codes of conduct, the company has outlined guiding principles to reflect upon standards, which needs to be adopted (Christensen Hughes & Rog, 2008).
According to the business strategies of the Company, which aims at expanding and growth of the business, the HR policy of ethical conduct is not aligned. The business at the stage of expansion needs to view ethics in a broader term by considering case examples from around the world. It cannot focus on ethics on its own terms by highlighting a few instances only. It has ignored some of the core moral and ethical standards. Ethical and moral standards in contemporary organizations have expanded to include broader financial, behavioral and strategical conducts (Lengnick-Hall, Lengnick-Hall, Andrade & Drake, 2009). Contemporary organizations globally hire talent in order to manage their ethical and moral duties. There are often set of guiding principles on the basis of which such codes are developed. The scope of business ethics is broad and does not only encompass certain employee code of conduct. The domain of ethical principles includes respect, fairness, citizenship, honesty, excellence, responsibility and compassion. The overall impact of certain employee code of conduct needs to be evaluated to find its alignment to broader principles of business ethics.
The business aims at applying processes of ethics to its employee code of conduct as it attaches enormous importance to the domain of ethics. However, it has no appropriate evaluation procedure for ethical code of conduct for its employees. While a business has a strategy to adopt ethical procedure then it needs to adopt the same for its stakeholders (Buller & McEvoy, 2012). The HR policy reflects negative association of the business with its employees, which can be harmful for the business. Though the business aims at positive strategies for overall growth which includes HR department, such ethical code of conduct might have a negative impact on the strategy itself. Moreover, the Company aims at applying stringent procedures for its employees, which might be viewed as an overall deterrent HR policy. Apart from the ethical code of conduct, the Company also has certain punishing HR policies and procedures, which aims at taking strictest course of action. Such policies might not be able to engage employees or motivate them rather turn them adverse against the firm. Human resource being viewed as a critical resource for the Company, it is essential that the firm has HR policies, which provides certain benefits to its employees and creates their loyalty. HR is known to provide business its competencies and advantages in the market. Committed and loyal team of HR is a valuable resource which a company needs to cherish and maintain. All HR policies need to be developed in a manner which spells business growth and development. Therefore, it becomes critical to adopt certain recommendations to overcome existing HR policies related to ethical procedure of the organization.      
The organization has emerged to be a leading retail organization in South Africa. It has been able to establish its core competency by following of appropriate rules and regulations. The ethical and moral code of conduct which the Company wishes to establish amongst its employees is believed to have rendered positive results and successful outcomes. However, there remain certain gaps in the application process of this HR policy. Therefore, certain recommendation which will allow the Company to further realign this HR polices with business strategy includes;  

Dismissal Policy:The Company’s stringent dismissal policy in case an employee is found to be guilty of an unethical conduct needs some amendments. While the business is aiming to grow and expand further, it becomes important to establish positive brand image amongst employees of the Company. A newly appointed employee might be mistakenly conducting some course, which might be deemed to be unethical in nature. In such cases employees need to be given consideration. Employees constitute important stakeholders for any organization and might be future customers. Treating employees harshly might dampen the image of the firm. The Company’s business strategy cannot be considered to be fully aligned to this aspect and has to be re-considered to develop a procedure for case basis evaluation.     

Accepting Gift:Contemporary global businesses have different ways to conduct business dealings. Exchanging gifts cannot be regarded as unethical as certain culture might deem it to be a necessary attribute. With the Company esteemed to grow further such attitude might dampen its business expansion on foreign soil. The Company’s ethnocentric cultural policies might not be able to deliver much success to the firm outside South Africa. Therefore, director and other senior managers of the Company have to evaluate this aspect in broader terms. Exchanging of gifts during occasions such as Christmas and Eid needs to be seen as a necessary process rather than unethical procedure. Aligning such HR policy with business strategy has to be matched for safeguarding the prosperity of the business.   

Exception Cases:While dealing with employees, each exception cases are forwarded to the CEO. This might dampen the overall effectiveness of having a HR policy in place. The HR department needs to design policies which consumes less of the CEO’s time. A formal code of approval procedure through step-by-step analysis has to be conducted through HR manager. In case of any serious issues such as policy changes, then the Board of Directors can be consulted. It can be understood that a HR policy is designed and applied while obtaining approval from the Board of Directors and CEO hence for administrative proceedings their needs to be no inclusion of any senior personnel. The HR management by itself needs to treat and conduct any exception cases.

Reference Lists
Buller, P.F. and McEvoy, G.M., 2012. Strategy, human resource management and performance: Sharpening line of sight. Human resource management review, 22(1), pp.43-56.
Christensen Hughes, J. and Rog, E., 2008. Talent management: A strategy for improving employee recruitment, retention and engagement within hospitality organizations. International Journal of Contemporary Hospitality Management, 20(7), pp.743-757.
Farndale, E., Scullion, H. and Sparrow, P., 2010. The role of the corporate HR function in global talent management. Journal of world business, 45(2), pp.161-168.
Lengnick-Hall, M.L., Lengnick-Hall, C.A., Andrade, L.S. and Drake, B., 2009. Strategic human resource management: The evolution of the field. Human resource management review, 19(2), pp.64-85.
Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2013. Human resource management: strategy and practice.

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