ETHICS IN HUMAN RESOURCE MANAGEMENT (HRM)

ETHICS

Ethics are the values, which has been imbibed within an individual on reinforced
externally that help to distinguished between right and wrong and to act accordingly. There
can be several sources of ethics like religion, organization culture, legal obligation etc.

HRM

HRM can be understood in simple terms as employing people, developing

resources, utilizing maintaining and compensating their services in tune with the job and
organizational requirements with the view to contribute to the goals of the organization,
individuals and the society.

HRM is the process of planning, organizing, directing and controlling activities to

achieve the organizational goal and individual goals.

ETHICS IN HRM

Ethics in HRM indicates the treatment of employees with the ordinary decency and
distributive justice. The ethical business contributes to the business goals as the
employees will feel motivated and they will work with efficiency and effectiveness. Ethics
in HRM basically deals with the affirmative moral obligations of the employer towards
employees to maintain equality and equity justice.

AREAS of HRM ETHICS

(1) Basic human rights, civil and employment fight e.g. job security, feedback from
test; (2) Safety in the workplace; (3) Privacy; (4) Justifiable treatment to employees e.g.
equity and equal opportunity; (5) Respect, fairness and honesty based process in the
workplace.

ROLE OF HR IN PROMOTING ETHICS

1. Improve recruitment and selection process.

2. Conduct ethics training.

3. Ensure that there are no pitfalls in performance appraisal.

4. Rewards and disciplinary system.

5. Improve and facilitate two way communication.

6. Avoid any kind of discrimination among the employees based on certain factors like
caste, colour, culture, religion and appearance.

7. Equal opportunities must be given to every employee for his/her advancement and
development.

8. Measures should be taken for employee safety while working in the organization.

HR ETHICS ACTIVITIES

Staffing and Selection

Fostering the perception of fairness in the process of recruitment and hiring of

people.

Training

(1) How to recognize ethical dilemmas; (2) How to use ethical frameworks (such
as code of conduct) to resolve problem; (3) How to use HR function (such as interviews
and disciplinary practices) I ethical ways.

Performance Appraisal

Appraisal that make it clear the company adheres to high ethical standards by
measuring and rewarding employees who follow those standards.

Reward and Disciplinary systems

The organization swiftly and harshly punishes unethical conduct.

UNETHICAL PRACTICES of HRM

1. Employees

Some of the common problems are:

(1) False claim of personal details like age, qualification etc; (2) Producing false
certificates; (3) taking decisions as per their convenience.
2. Employers

(1) Create split in union leaders; (2) Biased attitude in selection, transfer, promotion
etc; (3) Child labour; (4) Reneging on company pension agreements; (5) Physical
violence; (6) Coercion; (7) Longer and inflexible working hours; (8) The use of disputed
and dubious practices in hiring and firing of personnel.

3. Government

(1) Announcing the vacancies and not taking any action further; (2) Functioning of
government offices is not transparent and reliable; (3) Selection committees will be
excessively cautious of reservation quotas and possible court cases rather than gaining
through the responsibilities.

FAIRNESS AND JUSTICE