Table of Contents How should Stella proceed?.......................................................................................................2 References..................................................................................................................................3
How should Stella proceed? Stella is the recruitment manager in the employment agency. The employment agency maintains diary notes of phone calls as well as interactions with the employees on their database. Due to the concern that what the employment agency files may say about them, the employees appealed to the national privacy legislation to view their own records. It caused concern to the management of the employment agency, if the employees may blame company for making false or discriminatory claims against them. That is why, the management of the agency instructed its HR staff to be careful about everything recorded in database. Despite the concern, the agency wants to record the truth as their observation about the employees but they are concerned that it might appear rude, discriminatory or insulting to the employees if read by them(Lowry, 2006).Considering all this, the management instructed Stella to devise a set of codes that could be used in notes that would be meaningless to the employees as well as the lawyers and could not be used against the company in court(Parkes & Davis, 2013). Stella should be concerned as what she considers are actually the ethical and privacy concerns.Being professional she should adhere to the societal values andshould keep the interests of employees above the business interests (primacy of public interest). In this context, she should identify the employees potentially influenced by the records and should consider their interests under Clause (a) of primacy of public interest(Australian Computer Society, 2012). First of all, she is the recruitment manager in the agency and should not be bias and dishonest either against employees or the agency(Wilson, 2015).She should exhibit honesty in her representation of skills, knowledge, services as well as products (Honest) under Clause (a)(Australian Computer Society, 2012).In this context, she should not knowingly mislead the employees or the lawyers through use of code language in diary notes under Clause (b). Recruiting right person is her actual job responsibility. As mentioned above, the agency
maintains the record of all the employees through diary notes on their database. According to theagency,theywanttorecordtruthabouttheemployees,whichisethicallyand professionally correct. Concerning about the fact that the truth about the employees might feel insulting to the employees, the agency must not adopt unprofessional and unethical conduct. As the management instructed Stella to devise a set of codes that would be non- understandable by the employees and the lawyers, it would be highly unethical on the part of the agency as they will ruin transparency of the agency(Zillman, 2014). The records about the employees should be based on truth and diary notes should include actual and factual information about the employees whether it affects employees positively or negatively. The agency should maintain transparency in the maintenance of records so that it could be clearly visible to the employees as well as the lawyers and any lame person as well. The use of coding language displays unethical and cheating conductby the agency; however, the company is not recording anything false about the employees. Thus, Stella should not be agreed to devise a set of codes to be utilized in the diary notes as it would be unethical towards the organization as well as for the employees. The information recorded in the database should be transparent so that everyone could understand it. She should not be concerned about the feelings of the employees as anything negative about the employees would provide them an opportunity to correct it and they will be able to become better employee. The decision of Stella will enhance the quality of life of the employees getting affected due to her action following Clause (a) of (Enhancement of Quality of life). In this context, she should make efforts to develop personal satisfaction and competence among the employees who are supposed to get affected by the actions against them under Clause (d) (Australian Computer Society, 2012).Additionally, the process would be all ethical and professional to be challenged by the court.
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References Lowry, D., 2006. HR managers as ethical decision-makers: Mapping the terrain.Asia Pacific Journal of Human Resources. Parkes, C. & Davis, A.J., 2013. Ethics and social responsibility – do HR professionals have the ‘courage to challenge’ or are they set to be permanent ‘bystanders?’.The International Journal of Human Resource Management, 24(12), pp.2411-34. Wilson,P.,2015.Ethicalworkplacecultures.[Online]Availableat: http://www.hrmonline.com.au/section/featured/ethical-workplace-cultures/[Accessed26 April 2018]. Zillman,S.,2014.HR'sroleinfosteringethicalworkplaces.[Online]Availableat: https://www.hcamag.com/hr-news/hrs-role-in-fostering-ethical-workplaces-143471.aspx [Accessed 26 April 2018].