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Ethics is the moral code of conduct that a group, a business or any individual should follow. Non-compliance to ethical standards poses detrimental results to the affected entity.
Human Resource (HR) department should ensure its employees that courtesy is executed by crafting systems that portray fairness and equity within the entire organization. It plays a vital role within the organization because it clearly determines organization’s objectives and beliefs. What is more, if any ethical problems might appear, not only fairly, but also effectively these problems will be solved by the employees that feel themselves as needed and respected assets in the company.
HR department should ensure that employment respects basic human rights of privacy and is within the laws; for example, with a freedom of speech to every employee granted. This will enable employees work efficiently.
Moreover, HR managers should develop training programs where employees will be guided on how to conduct themselves appropriately. They should also choose ethical leaders whose main task will be performing as role models to other employees. Leaders should also be responsible for any ethical problems that may arise within their area of control; this will keep the leaders on their toes to ensure they are effective and efficient as they undertake their duties.
HR systems were invented in order to develop and preserve the wide organizational ethics. The systems can be safeguarded by the development of a reward system as well. The ones who will be able to get bonuses are employees who excellently perform and meet organization’s ethics requirements. In contrast, employees who work unproductively and without taking into consideration ethical principles within the organization will be punished. HR can also ensure preservation of organizational culture in a way of promoting the employees who meet the ethics’ requirements that were set by the organization. This will motivate the employees to act within the organization’s standards and ultimately resulting in attainment of the organization’s goals.
Organizational decisions/policies which challenging the profession ethics of a HR professional
There are three organizational decisions that challenging the profession ethics of a HR professional. The first and the most significant decision is determination of the right choice that is based on the complex of situations. Based on limited amount of information, the HR manager has to critically weigh the available options and come up with the most appropriate decision. What is more, he or she is relied upon to come up with a decision despite the scarce amount of information available; this places the HR manager in a lot of pressure as he or she does not have enough information to make the most appropriate decision.
The second challenge arises from HR acting as a representative of the employer. It means that it should act with a professional expertise and come up with a well-informed decision. The HR representative faces a dilemma on whether to rely on his/her past professional experience in order to make a decision, or to follow employer’s instructions.
The last challenge explains the ways of thinking differences between HR managers and their employers. Managers are confused in making these decisions according to their opinions and self-interests because it may bring misunderstanding to the working process; they could be considered as selfish employees who do not want to work hand-in-hand with their teams.
Day-to-day challenges that line managers face relatively to HR related ethical issues
Line managers face various challenges in their day-to-day undertakings. Challenges relative to HR related ethical issues are as follows: