Ethics and HRM: The Importance of a Strong Ethical Framework in Human Resource Management
The Importance of Ethics in HRM
Ethics are the principles and values that guide our behavior and decision-making. In HRM, ethics play a critical role in ensuring that the organization is treating its employees fairly and with respect (Nkomo, Fottler, & McAfee, 2019).
Having a
robust ethical framework in place can serve as a preventive measure against
problems like discrimination, harassment, and retaliation, while also fostering
a culture of openness and responsibility, as noted by (Schermerhorn Jr,
Bachrach, and Lawton 2019).
The hiring
process is a crucial area in HRM where ethics play a significant role. HR
professionals have a responsibility to adhere to ethical guidelines when
recruiting and selecting candidates, including the fair treatment of all
candidates and avoiding any forms of discrimination. The selection process
should prioritize merit and qualifications over personal biases, as emphasized
by (David and David 2017).
Effective management of employee relations is another critical area where ethics plays a vital role. HR professionals have a responsibility to ensure that employees are treated equitably and with dignity and that any incidents of harassment or discrimination are addressed swiftly and adequately, as emphasized by (Rothwell and Kazanas 2018).
Adopting a robust ethical framework can facilitate a
positive work culture where employees feel valued and respected, resulting in
improved job satisfaction and productivity, as noted by (Bernstein 2019).
Creating a Positive Organizational Culture
Ethics
plays a dual role in HRM, as it not only serves as a preventative measure
against negative behaviors and practices but also as a means of promoting a
positive organizational culture. When employees are treated fairly and with
respect, they are more likely to feel engaged and committed to their work,
resulting in higher job satisfaction, increased productivity, and lower
turnover rates, as emphasized by (Cohen 2017).
Conclusion
In
conclusion, ethics are fundamental to HRM, as they serve as a preventive
measure against issues such as discrimination and harassment and contribute to
a positive organizational culture. HR professionals must prioritize the
adherence to ethical guidelines in all aspects of their work, from recruitment
to the management of employee relations. By doing so, they can help establish a
fair, respectful, and productive workplace.
References:
Bernstein, R. (2019). Essentials of psychology (7th ed.). Cengage Learning.
Cohen, G. A. (2017). If you're an egalitarian, how come you're so rich? Harvard University Press.
David, F. R., & David, F. R. (2017). Strategic management: A competitive advantage approach, concepts and cases (16th ed.). Pearson.
Nkomo, S. M., Fottler, M. D., & McAfee, R. B. (2019). Human resource management applications: Cases, exercises, incidents, and skill builders (8th ed.). South-Western Cengage Learning.
When approach Human resource management in ethical way, which will bring the organization great people into it. It will create work life balance, job satisfaction and effective and efficient work from staffs. Overall it will support to the growth of the organization. However you may missed to discuss the consequences of failure when if there is no ethics in an organisation.
ReplyDeleteHighlights the benefits of ethical human resource management practices for an organization, such as attracting and retaining great employees, creating work-life balance, and improving efficiency and productivity. However, it also acknowledges that failure to uphold ethical standards in human resource management can lead to negative consequences, such as legal and financial repercussions, damage to the organization's reputation, and decreased revenue and profitability. Therefore, it is important for organizations to prioritize ethical human resource management practices to create a positive, productive, and sustainable work environment.
DeleteThe HRM must manage both good & poor work ethics at the workplace. Ex. Good & bad work ethics, always arrives to work early and finishes assigned duties on time or early, often arrives work late and clocks out early. Admits mistake, blames others for his mistakes, happily working extra hours, Not willing to work if it is even an urgent requirement. A negative attitude can have a major impact on someone's work ethic. When someone is constantly in a bad mood, it can be difficult for them to get anything done properly. Code of conduct is the document with the set of rules and regulations that all the employees should follow and adhere. Ethics are professionalism, respect for the work and teammates, integrity, timeliness, and discipline.
ReplyDeleteI agree with your view that a clear code of conduct can help establish expectations and promote ethical behavior, such as professionalism, respect, and integrity among employees.
DeleteEthics are one of the most vital component in the organizational culture and it plays a major role in order to increase the organization growth as well. I would like to suggest that, if you could mentioned practical world examples along with your article, it would be more value added area in your article.
ReplyDeleteThank you for your feedback.
DeleteVolkswagen's diesel emissions scandal serves as a compelling case in point for the significance of ethics in an organization, according to a report by Forbes. The company was caught in 2015 using software in its diesel cars to falsify emissions data during tests. The scandal led to hefty fines and legal fees, as well as damaging the company's reputation and eroding the trust of its customers (Wastler, 2017). This example underscores the severe repercussions that unethical behavior can have on companies. Thus, it is crucial for businesses to uphold ethical standards to avert such incidents and be perceived as dependable and trustworthy by stakeholders.
Good selection of topic, Hadhil. My question to you is, in this age of technology, what ethical considerations should HR managers take into account when dealing with issues such as employee privacy, confidentiality, workplace harassment associated with tech solutions and systems that are used by HR personnel in organisations?
ReplyDeleteHR managers when dealing with employee privacy, confidentiality, and workplace harassment associated with technology solutions. In response, I highlighted the importance of HR managers ensuring that personal information is kept confidential and secure, complying with data protection regulations, and being transparent when monitoring employees. Additionally, I mentioned the need for HR managers to have appropriate policies in place for handling sensitive issues and treating all employees with respect. Finally, I emphasized the importance of regularly reviewing and assessing the impact of technology solutions to ensure fairness and equity for all employees.
DeleteThank you for your response. I did not see these areas discussed in the article. Thanks for taking the time to discuss.
DeleteYou're welcome! I'm glad I could be of help. Sometimes articles can be a bit unclear or not cover all the topics we're interested in, so it's always good to ask for clarification or additional information if needed. Is there anything else I can help you with?
DeleteThis comment has been removed by the author.
ReplyDeleteAs stressed correctly by Hadhil, Organizations must understand the importance of upholding ethics within the workplace and take progressive steps toward gender equity and fairness. Furthermore, organizations must continuously assess and improve their policies as necessary to promote diversity as a route to achieving sustainability over the long run.
ReplyDeleteAgrees with these points and emphasizes the role of ethics in HRM, while emphasizing the importance of treating all employees fairly and without discrimination, and the need for organizations to promote diversity and inclusivity.
DeleteThis article is essential in business context, the human resource manager must pay close attention to business ethics or job ethics. Studying your company's policies and procedures that affect employee relations, employee engagement, and total business performance is important. You should also be able to spot and avoid any ethical pitfalls that might harm your company's image or brand.
ReplyDeleteI completely agree with your comment. As you mentioned, it's critical for companies to maintain high ethical standards in order to preserve their reputation and brand. As a human resource manager, it's crucial to be aware of the policies and procedures that govern employee relations, engagement, and performance, and to ensure that these align with the company's values and objectives. By being proactive and avoiding ethical pitfalls, we can help to create a positive workplace culture and contribute to the overall success of the organization.
DeleteI couldn't agree with you more. Human Resources is the first contact point for a potential employee; candidate. The impression created in their recruitment experience and that practices across processes within the employment life cycle can make or break a company.
ReplyDeleteUnlike the olden days, employees tend to change jobs if they are not satisfied, especially based on matters such as ethics, transparency and workplace well-being.
I also feel that the functional managers have an equal responsibility to maintain the employer brand image through how they conduct themselves in their own departments/functions. We must remember a happy employee translates to a happy customer for the company at the end of the day.
Thank you for sharing your thoughts on the importance of Human Resources in the recruitment process and employee lifecycle. I completely agree with you that the impression created in the recruitment experience can have a significant impact on the success of a company.
DeleteFurthermore, you make an excellent point that employee satisfaction is critical in retaining talented employees. It's not just HR's responsibility, but functional managers also play a crucial role in maintaining the employer brand image.
In today's competitive job market, it's essential to prioritize employee well-being, ethics, and transparency to attract and retain top talent. Ultimately, a happy employee translates to a happy customer, which benefits the company in the long run. thank you again for your valuable insights.
A code of conduct can safeguard your staff from harm and lower your company's risk of embarassing public scandals. Ensure that regulations are spelled out in detail so that staff members are aware of the repercussions of their comments and actions.
ReplyDeleteFor instance, the code of conduct for the Sony Corporation clearly outlines the company's objective, guiding principles, and core values as well as why each is essential to Sony's method of doing business. This helps to delineate employee obligations. Additionally, the business' code of ethics offers a number of hypothetical situations to guide employees in making judgments when faced with issues like conflicts of interest or personal social media use.
It's commendable that you acknowledge the significance of implementing a clear and concise code of conduct within your organization. A meticulously drafted code of conduct can provide protection to your employees from any potential harm, and can also aid in safeguarding the reputation of your company by reducing the possibility of public scandals.
DeleteApart from defining the company's values and goals, a code of conduct should also furnish practical guidance to employees on how to deal with ethical predicaments that might arise in the workplace. Sony Corporation's hypothetical scenarios, stated in their code of ethics, can serve as a valuable resource for employees when confronted with difficult decisions.
In my opinion code of conduct is an indispensable asset for any organization that seeks to cultivate a constructive and ethical work environment while mitigating risks and shielding its reputation.
Hi Hadhil, a very good topic with valuable points. Especially the areas of ethics in HRM include safety in the workplace, respect, fairness, privacy, basic human rights, justifiable treatment of employees, and honestly based processes in the workplace. Treating employees ethically can gain long-term employee trust and loyalty, which conveys a range of distinct benefits to employers as well. what do you think about that?
ReplyDeleteI fully agree with your assertion that ethics play a vital role in Human Resource Management (HRM), encompassing aspects such as workplace safety, respect, fairness, privacy, basic human rights, justifiable treatment of employees, and honest processes. Upholding ethical behavior in HRM is not only advantageous for employees but also for employers in the long term. By treating employees with respect and fairness, companies can cultivate a positive work environment, thereby fostering increased employee loyalty and trust, which can result in better productivity and reduced turnover rates.
DeleteFurthermore, businesses that prioritize ethics in HRM are more likely to attract and retain top talent, as employees prefer to work for companies that share their values and prioritize their well-being. These companies also enjoy a favorable reputation in the market, which can aid in attracting more customers and investors.
In my opinion, ethical HRM practices are not only morally upright but also beneficial for the business. By promoting an ethical workplace culture, companies can establish a sustainable competitive advantage and contribute to the well-being of their employees and society as a whole.