HR III

Question 1

What is a code of conduct?

Answer 1

It is a company document that contains a: set of values, ethical principles, and standards of conduct that employers expect from staff within an organization.
- It should reflect the work culture that the leaders seek to promote and establish consequences for code violations where applicable.

Question 2

It allow all staff to make better decisions

Answer 2

Guiding principles

Question 3

What should be include in the code conduct?

Answer 3

• Company values: explains the ethics and beliefs that are most important to the company and how they put them into practice.
• Employee behavior: what is expected regarding behavior and performance.
• Internal practices: rules related to day-to-day business practices.
• External practices: employee expectations when dealing with third parties.
  THEY USUALLY INCLUDE A COVER LETTER FROM THE DIRECTOR WHO PROVIDES A PERSONAL TOUCH AND EMPHASIZES THE COMMITMENT OF ALL EMPLOYEES.

Question 4

How to enforce a code conduct?

Answer 4

1. DISSEMINATE A CODE OF CONDUCT: New employees; receive a hard copy during onboarding. While long-time employees; Every year in January, HR sends a soft copy (electronic), and employees answer a survey that remains as background.
2. COMMUNICATION CHANNELS: All violations of the code of conduct must be reported. Employees must have access to private and anonymous communication channels that provide them with a level of protection.
3. RESPONDING TO A VIOLATION: When the code of conduct has been violated, a conduct committee collects as much information as possible from all parties, determines the facts, establishes the seriousness of the case, and responds accordingly. Consider whether any laws have been broken and whether it is necessary to involve other parties (police, lawyers, etc.).

Question 5

What is Emotional Intelligence (EI)?

Answer 5

The ability to “understand and manage your own emotions, and those of people around you” according to Daniel Goleman.
- Employees with high EI, improve working relationships by creating a positive work culture.
- Employees with poor EI, struggle to control their feelings by acting impulsively without thinking about the consequences of their actions.

Question 6

What are the 5 components of EI?

Answer 6

Question 7

What is the Federal Labor Law?

Answer 7

The Federal Labor Law is a legal regulation that establishes labor limits between employers and employees.

Question 8

Importance of FLL

Answer 8

• FLL ensures that work is dignified and decent, labor relations are fair and equitable.
• When a labor irregularity occurs, both parties must align themselves with the FLL.
• Any kind of labor relationship is legally regulated by the FLL.

Question 9

Main articles of the FLL

Answer 9

• Article 2.-Worthy work: Non-labor exploitation and Non-racial discrimination.
• Article 14.-Labor contract: Signed by both parties. Time terms, remuneration & working hours.
• Article 25.-Work conditions: Safe workspace.
• Article 48.- Last payroll payment: Employment termination costs.
• Article 69.-Permitted absences: Weekly days off and Holiday periods.
• Article 82.-Labor benefits: Salary and fringe benefits, Social security.
• Article 132.- Duties (obligations): From employee and employer.
• Article 164.- Equality:cGender equality and Same salary for similar work.

Question 10

What makes a good manager and leader?

Answer 10

• Good managers are vital because their actions are far-reaching and long- lasting.
• There is no single approach, there is a wide variety of good management styles.
• Being a good manager requires a set of skills, often more about soft skills than hard skills.
• Soft skills = personal qualities
• Hard skills = technical knowledge

Question 11

Good managerial soft skills

Answer 11

1. Empathy (soft): When a manager puts themselves in someone else’s shoes and knows something is wrong.
2. Work ethic (soft): A good manager dedicates themself to the job, setting a good example for his employees.
3. Fair treatment (soft): Employees want truthful feedback about their current and future employment status. Hiding information generates mistrust and the relationship deteriorates.
4. Reliable (soft): Staff must trust their manager and know they are not saying one thing or doing another.
5. Great communicator (soft)
6. Motivational (soft)
7. Adaptable (soft): Best managers react to change quickly to ensure that their team’s production remains competitive.
8. Supportive and trust (soft): A manager depends on the skills of his team. He will give(empower) tasks to his employees to improve their professional skills.
9. Cares about development (soft): The manager must identify the strengths and weaknesses of their employees to develop programs that produce better workers.
10. Emotionally resilient (soft): When things go wrong, mistakes happen. Resilient managers remain calm and productive through difficulties, and this attitude is transferred to their employees.
11. Receive feedback well (soft): No manager makes the right decision 100% of the time. To grow and improve, he must receive feedback well from both his bosses and his employees.

Question 12

Good managerial hard skills

Answer 12

1. Decision making (hard)
2. Time management (hard): Managers can’t be everywhere at once; they must understand what can be transferred to others.
3. Focus on progress and outcomes (hard): To successfully reach a goal, it is important to first establish adequate progress along the way.
4. Cover day-to-day tasks (hard): When a manager does the same job he asks of his employees, he builds respect, and they are part of the team. They are not above their staff.
5. Strategic thinking (hard): All decisions made by a manager must be in the direction of the company’s vision. He must constantly reinforce the business vision among employees.
6. Conflict management (hard): Conflicts are a natural part of teamwork. Managers must be quick to identify and act on potential conflicts, confronting them head-on and not allowing them to escalate.
7. Employee recognition (hard): Recognizing outstanding work drives employees to reproduce excellent work, boosts staff morale, and is an essential driver of employee engagement.

Question 13

Specific training to develop good managers

Answer 13

1. Mentoring or coaching (soft): with other managers with experience.
2. Support schemes (soft): for first-time managers.
3. Communication channels (soft and hard): between new managers.
4. Internal training programs. (soft and hard)
5. External training programs (invest in courses). (hard)