5. Ethics and HRM

With the public staying tuned up with the current events, business leaders should no longer ignore the importance of the ethics in human resource management (HRM). The remit of human resources (HR) professionals is not limited only to hiring, training, and involvement in managing the employees, rather they also take the responsibility to ensure the ethic set-up of organization (Al-Tarawneh, 2020).

It is in HRM's purview to design policies and procedures for the workplace that will ensure the protection of employees from bias and discrimination, and create an environment conducive for fairness, equality, and diversity. (Opatha, 2021) With that approach in mind, HR functions cooperate so that everyone acknowledges their rights; all employees have fair chances to grow and develop. This not only helps in lifting employee joints, but also does job of attracting and retaining key players in the organization (Valecha, 2022). Therefore, this is important for an organization for its well-being.

Ethics in HRM goes beyond just to set up the policies as it involves issues such as fairness, equality, justice, and accountability. And furthermore, it adopts the process of fostering ethical behavior among the company people. HR Rep should on lead and educate workers to behave ethically in their day-to-day activities of their work (Magrizos & Roumpi, 2020). With the organizational culture by those professions of HRM up main integrity, trust, and transparency, workers will enjoy a good work environment; they will feel valued, and they will be motivated to do their best.

A major concern of an ethical HRM is privacy and confidentiality protection (Al-Tarawneh, 2020). HR consultants take care of confidential information of employees, including their personal data, conduct and disciplinary records. It is neither top priority nor a prerogative for HRM employees to breach confidential boundary and leak valuable information in the open. The anonymity of the working environment is very important. Through that, they demonstrate to their employees that they are concerned with ethical issues, or, simply, they cherish their business.

Along with internal methods, the HRM specialists also hold a line of responsibility by upholding the ethical policies at the whole level of the supply chain (Magrizos & Roumpi, 2020). Globalization and outsourcing are increasingly common operations therefore, the organizations should have no other option than to establish a system of controls for their suppliers and partners. HR practitioners can undertake joint effort with other units of the organization to work out supplier codes of behavior and control conformance thereby guaranteeing that ethical conduct is strictly followed all through the supply chain.

There is a mutuality between ethics and human resource management; resulting in the fact that companies which adhere to ethic-based policies and practices in handling their human resource are nevertheless more sustainable in the long run (Hanić & Jevtić, 2020). The HR practitioners do this by developing and promoting a culture of fairness, equality, and transparent environment as one of the ingredients for organizational success and stability.

Then it is not only an ethical responsibility of HR but it as well is a strategic imperative (Valecha, 2022). As professional in the human resources (HR) sector, ethics plays a really vital part in the building and sustaining of ethical standard of a company. On fairness, equity, diversity, and confidentiality, HR professionals can ensure team happiness and the organization success are promulgated. Companies are always striving for growth and development; thus its HRM personnel should stand firm on ethical practices and maintain ethics as their moral baseline.

This is why ethics in HRM is not only a marketing tool but the core upon which the success of the company is built.

Vedio 1

Source : GreggU (2021) Available from https://youtu.be/dVaDSKY-tdY

 

References

Al-Tarawneh, K.I., 2020. Business ethics in human resources management practices and its impact on the organizational performance. Verslas: teorija ir praktika, 21(1), pp.402-411.

Opatha, H.H., 2021. Teaching ethics in human resource management education: A study in Sri Lanka. Prabandhan: Indian Journal of Management, 14(1), pp.8-24.

Valecha, N., 2022. A Study on importance of ethical responsibilities in HR management. International Journal for Global Academic & Scientific Research, 1(1), pp.19-30.

Magrizos, S. and Roumpi, D., 2020. Doing the right thing or doing things right? The role of ethics of care and ethics of justice in human resource management of social enterprises. Strategic Change, 29(4), pp.485-496.

Hanić, A. and Jevtić, D., 2020. Human resource management between economy and ethics–Research of Serbia and Bosnia and Hercegovina.