abhishreshthaa

New member
Devon Energy Corporation (NYSE: DVN), is among the largest U.S.-based independent natural gas and oil producers. Based in Oklahoma City, Oklahoma, the company's operations are focused on North American onshore exploration and production. Devon is one of North America’s larger processors of natural gas liquids and owns natural gas pipelines and treatment facilities in many of the company’s producing areas.

The company is ranked among Fortune's 500 largest corporations in America, and is also included on the publication's 100 Best Companies to Work For and Most Admired Companies lists. Devon is also included in the S&P 500 Index and trades on the New York Stock Exchange under the ticker symbol DVN.


INTRODUCTION

A Center’s operations are crucially dependent on its human resources, and how these are managed can
have important impact on the Center’s risk profile. Fundamental to the effectiveness of the enterprise
are its human assets – the collective knowledge, understanding, competence, and expertise of staff–and
how they are managed and motivated to apply this in the best interest of the organization. The CGIAR
Internal Auditing Unit’s medium-term work programs for Centers include human resource management.

The initiation of the CGIAR Strategic Advisory Service on Human Resources (SAS-HR) and the
development of an HR community of practice provide a good opportunity for Internal Audit to engage
CGIAR HR professionals, in coming up with some benchmarks of good practice. The purpose of this
Good Practice Note is to



document consensus on the appropriate benchmarks applicable to CGIAR Center, to aid in the
planning of internal audits and other reviews of HR management in the Centers (including those that
may be jointly conducted with SAS-HR); and



contribute thinking to SAS-HR and the CGIAR’s HR community of practice on potential areas for
development of the HR function in the CGIAR system.

THE EVOLUTION OF HR MANAGEMENT

The role of human resource management has evolved in recent decades. HRM no longer just
encompasses a supportive administrative function, relating to the organization’s human resource
transactions that are essential to its day-to-day operations. HRM is also, in many organizations, a
strategic function, where human capital is explicitly and prominently factored into the organization’s
corporate planning and strategy decision-making processes. With this comes increasing recognition that
senior HR professionals need to engage in corporate strategic discussions, as advisor and partner of the
executive management team.

At the same time, it behaves HR professionals to ensure that human resource transactions are completed
competently and efficiently, in accordance with organizational policies.

Ulrich identifies four roles in a modern and service-oriented HR function, whereby HR professionals
ensure that

A rational decision is one that occurs in ordered steps and maximizes a value, whether it is honesty, efficiency, reliability, controllability, marketability, or any of many other values. Adherence to any value involves promoting one alternative over another. In general, the rational decision-making process is made up of six steps. In this process, each step provides an opportunity for the decision maker to change which value he or she wants to adhere to. The steps are:

1. Define the problem – In this step, the decision-maker isolates the key factors in question and diagnoses the situation in order to define the basic problem and to identify the limits of the situation. This step allows the decision-maker to focus on the problem that he or she wants to solve.

2. Identify the goal to be achieved – In this step, the decision maker identifies the goal that he or she wants to achieve. This is important, as the goal will guide the actions of the decision-maker.

3. List all possible solutions to the problem – All alternatives that will address the problem and achieve the goal are placed under consideration.

4. Evaluate each alternative to determine which one best meets the requirements of the situation – This step requires a thorough analysis of each alternative. The analysis involves measuring the benefits, costs, and risks of each as well as identifying the likely intended and unintended consequences of each. This step provides information about the utility of each alternative in terms of the efficiency with which it maximizes desired values and still achieves the goal.

5. Identify the one course of action that is most likely to produce the desired consequences within the constraints of the situation – In this step, the decision maker selects the alternative that maximizes the most important values and holds the most promise of achieving the goal, while solving the problem as effectively as possible.

6. Make a commitment to the choice and implement it – This step requires converting the decision into action

Our Code of Conduct, "Winning with Integrity," provides
general guidance to all Dell employees and assists us in
carrying out our daily activities in accordance with both the
letter and the spirit of applicable laws and with Dell's higher
standard. This is a global Code, and adherence to the
guidance in this document is required of all Dell employees
around the world.
The Code cannot answer every question or address every
possible situation. Consequently, various corporate and
regional policies containing detail and specificity beyond the
scope of this Code may be found on www.inside.dell.com
or the corporate intranet in each of our global regions.
Employees should familiarize themselves with and adhere
to all applicable policies and procedures. If any provision of
this Code or Dell policy conflicts with local law or regulations,
the one with the higher standard will apply, except in
cases where doing so would cause non-compliance with
local law.
If you have questions about a Code provision or are unclear
about a particular course of action, you should use the
many resources that are available to you for assistance.
• Global Ethics Web site
(http://inside.dell.com/ethics) – Provides
specific guidance for common situations and answers to
frequently asked questions.
• Ethics office in your region – Available to answer specific
questions regarding the Code.
• Dell's Ethics Helpline – 1-888-888-9975. A 24-hour toll-free
telephone service through which you can raise concerns
anonymously (please check the Global Ethics Web site for
your Ethics Helpline local calling prefix or contact your
local Ethics office).
2
You may also discuss issues, concerns or raise questions to your management
team, Human Resources representatives, the legal team or the Office
of the Ombuds (where available).
All employees are responsible for understanding and complying with the Dell
Code of Conduct and all applicable Dell policies. Failure to abide by the Code
or other Dell policies may result in disciplinary action up to and including
termination of employment.
In addition, Dell expects that anyone acting as its agent will adhere to the
same higher standard as Dell employees while acting on Dell's behalf.
Therefore, temporary workers, independent contractors and consultants
providing services for Dell will be provided with a copy of this Code and must
agree to abide by all applicable laws and all pertinent provisions of this
Code in connection with their work for Dell.
The Audit Committee of the Dell Board of Directors must approve in advance
any waiver of or amendment to any provision of Dell's Code of Conduct.
Diversity, Equal Opportunity and Respect
Dell values the diversity of its workforce. Dell's approach to diversity is
defined by inclusiveness, respect and fostering a culture that allows each
individual to contribute to his or her fullest potential.
Dell is committed to the principle of equal employment opportunity for all
employees and to providing employees with a work environment free of
discrimination and harassment, including sexual harassment. All employment
decisions at Dell are based on company needs, job requirements and
individual qualifications, without regard to legally protected characteristics
such as race, color, religion, national origin, sex (including pregnancy), age,
3
Personal Conduct and Our Work Environment
disability, HIV status, sexual orientation, gender identity, marital status, past
or present military service or any other status protected by the laws or
regulations in the locations where we operate. Dell will not tolerate
discrimination based on any of these characteristics, nor harassment of any
of our employees.
Dell employees should report discrimination, harassment,
retaliation or other inappropriate conduct directed at
themselves or others. Reports of such incidents should be
made to your management, Human Resources representative
or the Ethics office. All such reports will be investigated
promptly and appropriate corrective action will be taken. No
employee who makes good faith reports of discrimination,
harassment, retaliation or other inappropriate conduct will be
subjected to reprisal or damage to their career, reputation or
employment at Dell.
Violence,Threats and Weapons
The safety of our employees is extremely important to Dell.
Dell employees are prohibited from engaging in violence or
other deliberate acts intended to harm another person or
his/her property. Similarly, Dell employees must not make
threatening or menacing comments, or behave in such a
way that may threaten the personal safety or property of
another person. Violence or threats of violence should
immediately be reported to Dell Security.
Dell prohibits the possession, concealment, use or transfer of
any firearm or other weapon, including knives, clubs or other
devices that are primarily used to inflict injury, on Dell
premises (including buildings, parking lots, walkways and any
other property leased or owned by Dell). These prohibitions
also apply to Dell employees in any location outside the home
when conducting Dell business. Dell security personnel and
law enforcement officers are exempt from this provision.
Alcohol and Illegal Drugs
Alcohol and illegal drugs have no place in the workplace and
are inconsistent with a safe and productive work environment.
With the exception of moderate and prudent alcohol
consumption during legitimate business entertainment, Dell
employees are prohibited from consuming alcohol or using,
possessing or distributing illegal drugs while working,
4
operating Dell property (including company vehicles) or engaging in Dell
business. Employees also may not perform work for Dell or operate
company vehicles or other equipment while under the influence of alcohol
or illegal drugs.
Solicitation and Distribution by Employees and Third Parties
To prevent disruption of work activities and to promote a safe and
productive work environment, Dell corporate and regional policies may
restrict the time, place and manner in which Dell employees or third parties
solicit or distribute literature to Dell employees on Dell premises or using
Dell information technology resources. Refer to the applicable corporate or
regional policy for details regarding these restrictions.
Employee Privacy
Dell respects the privacy and dignity of every employee. Dell collects and
retains employee personal information that is required for effective operation
of the company or that is required by law. The company will implement
policies and procedures that protect and limit access to employee personal
information and comply with all applicable laws that govern employee privacy.
No employee should access or otherwise use employee records or
information unless authorized to do so for legitimate business needs in
accordance with local laws.
Health and Safety
We have a responsibility to treat with care and respect both the environment
in which we work and the people on whom we depend. Dell is committed to
preserving the health and safety of our employees, contractors and others
working in Dell facilities. We will conduct our business with integrity and
dedicated observance of the occupational health and safety laws and
regulations of the locations where we operate. We will continuously improve
our health and occupational safety systems and procedures so that they
meet or exceed industry standards and local regulations. It is Dell's hope
and belief that no one should ever be injured while working for Dell. All
employees should observe applicable workplace safety rules and ensure that
they use due care when performing their duties
 
Last edited by a moderator:

jamescord

MP Guru
Devon Energy Corporation (NYSE: DVN), is among the largest U.S.-based independent natural gas and oil producers. Based in Oklahoma City, Oklahoma, the company's operations are focused on North American onshore exploration and production. Devon is one of North America’s larger processors of natural gas liquids and owns natural gas pipelines and treatment facilities in many of the company’s producing areas.

The company is ranked among Fortune's 500 largest corporations in America, and is also included on the publication's 100 Best Companies to Work For and Most Admired Companies lists. Devon is also included in the S&P 500 Index and trades on the New York Stock Exchange under the ticker symbol DVN.


INTRODUCTION

A Center’s operations are crucially dependent on its human resources, and how these are managed can
have important impact on the Center’s risk profile. Fundamental to the effectiveness of the enterprise
are its human assets – the collective knowledge, understanding, competence, and expertise of staff–and
how they are managed and motivated to apply this in the best interest of the organization. The CGIAR
Internal Auditing Unit’s medium-term work programs for Centers include human resource management.

The initiation of the CGIAR Strategic Advisory Service on Human Resources (SAS-HR) and the
development of an HR community of practice provide a good opportunity for Internal Audit to engage
CGIAR HR professionals, in coming up with some benchmarks of good practice. The purpose of this
Good Practice Note is to



document consensus on the appropriate benchmarks applicable to CGIAR Center, to aid in the
planning of internal audits and other reviews of HR management in the Centers (including those that
may be jointly conducted with SAS-HR); and



contribute thinking to SAS-HR and the CGIAR’s HR community of practice on potential areas for
development of the HR function in the CGIAR system.

THE EVOLUTION OF HR MANAGEMENT

The role of human resource management has evolved in recent decades. HRM no longer just
encompasses a supportive administrative function, relating to the organization’s human resource
transactions that are essential to its day-to-day operations. HRM is also, in many organizations, a
strategic function, where human capital is explicitly and prominently factored into the organization’s
corporate planning and strategy decision-making processes. With this comes increasing recognition that
senior HR professionals need to engage in corporate strategic discussions, as advisor and partner of the
executive management team.

At the same time, it behaves HR professionals to ensure that human resource transactions are completed
competently and efficiently, in accordance with organizational policies.

Ulrich identifies four roles in a modern and service-oriented HR function, whereby HR professionals
ensure that

A rational decision is one that occurs in ordered steps and maximizes a value, whether it is honesty, efficiency, reliability, controllability, marketability, or any of many other values. Adherence to any value involves promoting one alternative over another. In general, the rational decision-making process is made up of six steps. In this process, each step provides an opportunity for the decision maker to change which value he or she wants to adhere to. The steps are:

1. Define the problem – In this step, the decision-maker isolates the key factors in question and diagnoses the situation in order to define the basic problem and to identify the limits of the situation. This step allows the decision-maker to focus on the problem that he or she wants to solve.

2. Identify the goal to be achieved – In this step, the decision maker identifies the goal that he or she wants to achieve. This is important, as the goal will guide the actions of the decision-maker.

3. List all possible solutions to the problem – All alternatives that will address the problem and achieve the goal are placed under consideration.

4. Evaluate each alternative to determine which one best meets the requirements of the situation – This step requires a thorough analysis of each alternative. The analysis involves measuring the benefits, costs, and risks of each as well as identifying the likely intended and unintended consequences of each. This step provides information about the utility of each alternative in terms of the efficiency with which it maximizes desired values and still achieves the goal.

5. Identify the one course of action that is most likely to produce the desired consequences within the constraints of the situation – In this step, the decision maker selects the alternative that maximizes the most important values and holds the most promise of achieving the goal, while solving the problem as effectively as possible.

6. Make a commitment to the choice and implement it – This step requires converting the decision into action

Our Code of Conduct, "Winning with Integrity," provides
general guidance to all Dell employees and assists us in
carrying out our daily activities in accordance with both the
letter and the spirit of applicable laws and with Dell's higher
standard. This is a global Code, and adherence to the
guidance in this document is required of all Dell employees
around the world.
The Code cannot answer every question or address every
possible situation. Consequently, various corporate and
regional policies containing detail and specificity beyond the
scope of this Code may be found on www.inside.dell.com
or the corporate intranet in each of our global regions.
Employees should familiarize themselves with and adhere
to all applicable policies and procedures. If any provision of
this Code or Dell policy conflicts with local law or regulations,
the one with the higher standard will apply, except in
cases where doing so would cause non-compliance with
local law.
If you have questions about a Code provision or are unclear
about a particular course of action, you should use the
many resources that are available to you for assistance.
• Global Ethics Web site
(http://inside.dell.com/ethics) – Provides
specific guidance for common situations and answers to
frequently asked questions.
• Ethics office in your region – Available to answer specific
questions regarding the Code.
• Dell's Ethics Helpline – 1-888-888-9975. A 24-hour toll-free
telephone service through which you can raise concerns
anonymously (please check the Global Ethics Web site for
your Ethics Helpline local calling prefix or contact your
local Ethics office).
2
You may also discuss issues, concerns or raise questions to your management
team, Human Resources representatives, the legal team or the Office
of the Ombuds (where available).
All employees are responsible for understanding and complying with the Dell
Code of Conduct and all applicable Dell policies. Failure to abide by the Code
or other Dell policies may result in disciplinary action up to and including
termination of employment.
In addition, Dell expects that anyone acting as its agent will adhere to the
same higher standard as Dell employees while acting on Dell's behalf.
Therefore, temporary workers, independent contractors and consultants
providing services for Dell will be provided with a copy of this Code and must
agree to abide by all applicable laws and all pertinent provisions of this
Code in connection with their work for Dell.
The Audit Committee of the Dell Board of Directors must approve in advance
any waiver of or amendment to any provision of Dell's Code of Conduct.
Diversity, Equal Opportunity and Respect
Dell values the diversity of its workforce. Dell's approach to diversity is
defined by inclusiveness, respect and fostering a culture that allows each
individual to contribute to his or her fullest potential.
Dell is committed to the principle of equal employment opportunity for all
employees and to providing employees with a work environment free of
discrimination and harassment, including sexual harassment. All employment
decisions at Dell are based on company needs, job requirements and
individual qualifications, without regard to legally protected characteristics
such as race, color, religion, national origin, sex (including pregnancy), age,
3
Personal Conduct and Our Work Environment
disability, HIV status, sexual orientation, gender identity, marital status, past
or present military service or any other status protected by the laws or
regulations in the locations where we operate. Dell will not tolerate
discrimination based on any of these characteristics, nor harassment of any
of our employees.
Dell employees should report discrimination, harassment,
retaliation or other inappropriate conduct directed at
themselves or others. Reports of such incidents should be
made to your management, Human Resources representative
or the Ethics office. All such reports will be investigated
promptly and appropriate corrective action will be taken. No
employee who makes good faith reports of discrimination,
harassment, retaliation or other inappropriate conduct will be
subjected to reprisal or damage to their career, reputation or
employment at Dell.
Violence,Threats and Weapons
The safety of our employees is extremely important to Dell.
Dell employees are prohibited from engaging in violence or
other deliberate acts intended to harm another person or
his/her property. Similarly, Dell employees must not make
threatening or menacing comments, or behave in such a
way that may threaten the personal safety or property of
another person. Violence or threats of violence should
immediately be reported to Dell Security.
Dell prohibits the possession, concealment, use or transfer of
any firearm or other weapon, including knives, clubs or other
devices that are primarily used to inflict injury, on Dell
premises (including buildings, parking lots, walkways and any
other property leased or owned by Dell). These prohibitions
also apply to Dell employees in any location outside the home
when conducting Dell business. Dell security personnel and
law enforcement officers are exempt from this provision.
Alcohol and Illegal Drugs
Alcohol and illegal drugs have no place in the workplace and
are inconsistent with a safe and productive work environment.
With the exception of moderate and prudent alcohol
consumption during legitimate business entertainment, Dell
employees are prohibited from consuming alcohol or using,
possessing or distributing illegal drugs while working,
4
operating Dell property (including company vehicles) or engaging in Dell
business. Employees also may not perform work for Dell or operate
company vehicles or other equipment while under the influence of alcohol
or illegal drugs.
Solicitation and Distribution by Employees and Third Parties
To prevent disruption of work activities and to promote a safe and
productive work environment, Dell corporate and regional policies may
restrict the time, place and manner in which Dell employees or third parties
solicit or distribute literature to Dell employees on Dell premises or using
Dell information technology resources. Refer to the applicable corporate or
regional policy for details regarding these restrictions.
Employee Privacy
Dell respects the privacy and dignity of every employee. Dell collects and
retains employee personal information that is required for effective operation
of the company or that is required by law. The company will implement
policies and procedures that protect and limit access to employee personal
information and comply with all applicable laws that govern employee privacy.
No employee should access or otherwise use employee records or
information unless authorized to do so for legitimate business needs in
accordance with local laws.
Health and Safety
We have a responsibility to treat with care and respect both the environment
in which we work and the people on whom we depend. Dell is committed to
preserving the health and safety of our employees, contractors and others
working in Dell facilities. We will conduct our business with integrity and
dedicated observance of the occupational health and safety laws and
regulations of the locations where we operate. We will continuously improve
our health and occupational safety systems and procedures so that they
meet or exceed industry standards and local regulations. It is Dell's hope
and belief that no one should ever be injured while working for Dell. All
employees should observe applicable workplace safety rules and ensure that
they use due care when performing their duties

Hey abhi,

Please check attachment for Corporate Social Responsibility Report of Devon Energy, so please download and check it.
 

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  • Corporate Social Responsibility Report of Devon Energy.pdf
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