What are the Conflict of Interest policies in human resources?

Conflict of interest policies address situations and circumstances in which an employee's personal interests are - or can appear to be - in conflict with the organization's interest.

There are many different definitions of conflict of interest. Often, definitions focus on opportunities an employee may have to use their position in the organization to their personal or private advantage or to the advantage of friends or family members.

Your policy needs to have a clear statement defining conflict of interest that suits your organization's purposes. It should also assign responsibility for identifying and resolving actual and potential conflicts.

While some policies do not spell out the consequences for an employee if a conflict cannot be resolved, others specify that failure to resolve a conflict of interest will result in discipline or termination.

A conflict of interest can exist in many different situations. The easiest way to explain the concept of conflict of interest is by using some examples:

• with a official whose personal interests conflict with his/her professional position. 
• with a person who has a position of authority in one organization that conflicts with his or her interests in another organization
• with a person who has conflicting responsibilities

•  is Example: The practice of giving favors to relatives and close friends, often by hiring them.
• Self-dealing is a situation in which someone in a position of responsibility in an organization has outside conflicting interests and acts in their own interest rather than the interest of the organization

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Conflict of interest policies in human resource are those which place restrictions on emloyees to work with any other employer or competitor of the employer. It would also include maintaining confidentiality (Mutual Non-disclosure agreements). Another major one would be to refrain from immoral activities like fraud, etc.

When human resource policies are made to favour employees as well employer to achive organisation goals and when it is not fulfill by each other , that is called conflit of interest in human resource.

employee should not be involved in any activity against the interests of organization. Which are defined as per industry, competitor, region and religion as well.