The Ethical context of HRM

 

The Ethical context of HRM

 


 

Human resource management is concerned with an organization's manpower planning and development. It is maybe the branch of management where ethics actually matter, because it deals with human issues such as remuneration, development, labor relations, and health and safety. However, there is enough disputes from other sources.

Various schools of thought hold opposing views on the importance of ethics or ethics in human resource development. According to one group of thought leaders, since markets govern organizational interests and these interests are served through people, the latter are at the greatest risk. They think that markets claim profits on behalf of stakeholders, and that unless we have protocols, standards, and processes in place, the market will monopolize markets and kill human capital; HR ethics will become necessary.


 

Another set of neoliberalism ethicists believes that there are no corporate ethics other than the accomplishment of higher profits through the use of human resources. They contend that through maximizing the use of human resources, more value is created for shareholders, organizations, and society, and those employees, as members of society or organizations are indirectly benefited. Nevertheless, ethics in human resource management has recently been a major topic.

Globalization has resulted in the concept of globalizing labor, trade unions have started to decline, and HR's position in topics such as employee policies and procedures has become a contentious subject. Many people believe that HR is nothing more than an arm of the stakeholders via which significant strategy and policy choices are communicated with the goal of profit.


There can't possibly be a single convincing viewpoint on HR ethics. Markets are neither ethical nor unethical in and of themselves, and policies and processes alone cannot manage and align markets to human welfare. The necessity of such policies and procedures, on the other hand, cannot be contested. HR ethics should address issues such as discrimination (sexual, religious, age, etc.), compensation, union and labor regulations, whistle blowing, employee health and safety, and so on.

References

 

Buckley, M. R. et al., 2001. Ethical issues in human resources systems. Human Resource Management Review, Volume 12, pp. 11-29.

Dachler, H. P. & Enderle, G., 2009. Epistemological and ethical considerations in conceptualizing and implementing human resource management. Journal of Business Ethics, Volume 06, pp. 597-606.

Deckop , J. R., 2006. Human Resource Management Ethics. Greenwich: Information Age Publishing .

Schumann , P. L., 2011. A moral principles framework for HRME. Human Resource, Volume 06, pp. 93-111.

 

Comments

  1. Niluke SirimannaMay 7, 2022 at 1:42 AM

    In order to retain current employees and recruit new qualified and experienced personnel, the firm must establish a reputation as an ethical employer. good article

    ReplyDelete

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