There are two main goals that have to do with networking and that could potentially be included in a firm’s code of conduct manual. One of these goals is somewhat negative and the other is positive. On the positive side, the firm might like to have its employees make as many contacts as possible so as to improve the chances that some of the contacts might become useful to the firm. On the negative side, the firm would like to protect its image from any harm that might come from employees’ networking.
On the positive side, the firm could set goals for how many contacts an employee might make. This is not the sort of thing that usually goes in code of conduct manuals since it is something that the firm wants done, not something that the firm needs to warn its employees against. However, in terms of quantifiable goals regarding networking, this is the most plausible. The firm might say that employees should make a certain number of business contacts in a given time period.
More negatively, the firm might have a goal of preventing any appearance of impropriety. The firm could then set out rules about what sorts of people employees could and could not make contacts with and/or how those contacts could be made. It could, for example, prohibit its employees from inviting government officials to expensive events so that it would not look as if the firm is trying to bribe the officials.