Being ethical in business with human resources is the priority for HR department

ethics in hr department

Many businesses and staff today are facing a difficult time worldwide?

Yes, In fact, this is creating pressure on business regarding human resources, and this is seen that sometimes this pressure leads the HR department to try to deceive the Human resources or act unethically.

The external pressure and market competition are forcing companies and businesses to reduce their workforce. No matter what the situation is, it is very important for the HR department to be ethical with human resources.

If there is an ethical conflict among the business and human resources, it will create problems for the overall business. As the employees will be uncertain about job security and paycheck this will lead to low performance.

HR departments should always try to avoid ethical conflicts and the only way to achieve this is to be ethical in business with human resources.

What is the Roll of the HR department in creating an ethical environment in the organization?

The HR department is at the heart of creating a successful ethical environment in the organization by being ethical with human resources and being vocal with them. The recruitment staff in the HR department should create some ethical standards for employees and to implement and make sure that the organization has its own tone and climate of ethics.

Apart from the recruitment and creating an ethical climate, The HR department should also be ethical while dealing with the conflicts. Ethical conflicts can arise due to several issues and solve their complexities, The HR manager should avoid biased behaviors or prejudice, and should also avoid the reputation or emotions impact the decisions that are made.

The HR manager who can ethically handle all the ethical conflicts in an organization related to human resources should also be able to solve the aftermath issues of the ethical conflicts.

This is important because it is observed that most of the time ethical conflicts are followed by more complex and difficult ethical issues.

Why Balance is important in achieving ethical climate?

The HRM and HR departments should create a balance in the organization’s internal structure.

It is often observed that due to higher pressure from the higher authorities related to the salaries of the employees, in some organization the higher management executive get a huge incentive and the lower-level employees are not provided with enough incentives with the base pay and yet the HRM is still forced to increase the pay and incentives for management while leaving the lower-level employees with almost no pay raise.

This creates a conflict between the upper-level management of the organization and the workforce of the organizations, and we often see that they go on strikes for pay raise. To avoid these types of issues this is very important for the HRM and the HR department to create a balance in the organization.

Some common ethical issues in the HR department are:

Discrimination issues

Most of the discrimination issues Centre on discrimination on the basis of age, gender, race, religion, disabilities, etc.  This discrimination is clearly exhibited in many companies.

There are several issues relating to the discrimination of women in the workplace such as harassment. Bicycle only experienced person, corporate to weed out youthful candidates that they may have the requisite qualification.

Suppression of democratization in the workplace

Corporate open suppress the democratic rights and representation of employees in bodies that would promote the latter’s collective interest. Tempting and bribing union leaders, Union busting, and strike-breaking are normally used by them to defeat the purpose of collective bargaining and other democratic rights of workers.

Privacy issues

In recent times, privacy issues are being viewed as increasingly important in any organization, especially where people work long hours together and share official secrets.   Privacy refers to protecting a person’s private life from intrusive and unwarranted actions by others.  Employees may want their religious, social, and political beliefs and their personal lifestyle to be private and be safeguarded.

Employee privacy today is assailed by increasing internet usage, email at work, data security, employee theft, and electronic surveillance at a place to work. In countries like the United States, invasion of privacy is considered to be a major infringement of individual rights.

Appraisal of performance

Another area which generates unethical practices from HRM executive relates to performance appraisal.  Even though it is difficult to quantify and employee’s performance where a number of value judgments are involved,   the evaluator should have an ethical bent of mind to evaluate their personnel.

The overall objective of the performance review is not only to offer to the top management and honest and ethical assessment of employees but also to help the people improve their efficiency and effectiveness to the organization.

To ensure fair assessment, therefore cause keen observation and judgment of employees.  But then, this is rarely done.  In many cases, performance review is done based on extraneous factors.

Hiring of employees

Taking advantage of their vintage position in the organization and the vulnerability of the job seekers,  asked by HR managers from prospective employees which breached their privacy such as requiring them to disclose confidential information about the past employer and much personal information.  Sometimes the recruiters can also hire a candidate based on recommendation without adequate qualification.

 Health and safety of employees

One of the characteristics of labor as a factor of production is that it is to be delivered in person.  To ensure the at responsibility and conducive atmosphere at the workplace.  However, in actual practice, this is hardly done.

It is well known that much of the industrial work is hazardous. This is due to the extensive use of high speed and noisy machinery, production process requiring underground and underwater tunneling, drilling, and mining.  Accidents, injuries, and illnesses are very common in the very nature of such jobs.

Over the past two decades, new types of accidents have emerged, including the fast-growing job safety problem of office injuries.  Stress from rising productivity pressure and mounting job demands can cause relative trauma and disorder.

Apart from this example above, there are also a lot of other problems and issues where the HRM and HR department needs to show a balanced approach when handling ethical issues and this should always be the first priority of the HR department.


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