Critically Analysis Role of HR Managers in Ethics

Added on - 21 Apr 2020

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Running head: CRITICALLY ANALYSIS ROLE OF HR MANAGERS IN ETHICSCritically analysis Role of HR Managers in EthicsName of the Student:Name of the University:Author Note:
2CRITICALLY ANALYSIS ROLE OF HR MANAGERS IN ETHICSTable of ContentsIntroduction......................................................................................................................................2Critically analysis Role of HR Managers in Ethics.........................................................................2Role of HR in promoting ethics.......................................................................................................3Ethical standards..........................................................................................................................4Ethical awareness.........................................................................................................................5Operational ethics........................................................................................................................5Unethical practices of Human Resource Management....................................................................6HR ethical issues..............................................................................................................................7Fairness and Justice.........................................................................................................................7Case study analysis and justified examples on cross cultural differences on managing issues ofethics by taking countries such as China and Brazil........................................................................8Cultural similarities between Brazil and China in performing business activities......................8Cultural differences between Brazil and China for conducting business activities.....................8Importance of Ethics in human resources........................................................................................9Legal Considerations...................................................................................................................9Company Reputation...................................................................................................................9Employee Loyalty........................................................................................................................9Conclusion.....................................................................................................................................11Reference List................................................................................................................................12
3CRITICALLY ANALYSIS ROLE OF HR MANAGERS IN ETHICSIntroductionHuman Resource Management is one of the business functions that is related orconnected with managing relations between group of people such as employees, managers andemployers (Wilton 2016). In this particular assignment, main emphasis has been given onunderstanding about ethics in human resource in business organization for establishing corporateculture for driving organizational excellence. The current segment elucidates about ethics andexpressed in value judgments of worth as well as duly or goodness (Reiche, Mendenhall andStahl 2016). Ethics cannot be defined and implemented in an appropriate way as it not onlyinvolves thinking but also feeling. Ethics refers as some standardized form of conduct as well asbehavior of individuals that is accepted in a specific field of activity. There are some of thetheories on ethics that give clear picture on the needs as well as necessity of ethics in HumanResource Management. The theory relates to moral unity as well as amorality. To that, the theoryof moral unity predominantly advocates the principle where the business action need to bejudged by the general ethical standards of the society as a whole (Wehrmeyer 2017). On theother hand, theory of amorality refers to business that can be amoral and action of businesspeople that are not abiding by the general ethical standards.Critically analysis Role of HR Managers in EthicsOn critical analysis, it is noted that ethics in Human Resource Management shows how totreat employees with utmost courtesy as well as distributive fairness. Human ResourceManagement aims at dealing with manpower planning as well as development activities in givenbusiness enterprise (Reiche, Mendenhall and Stahl 2016).
4CRITICALLY ANALYSIS ROLE OF HR MANAGERS IN ETHICSHuman resource management plays an important role as it introduces the concept ofethics as well as highlights the ethical concerns that emerge from recent HRM databases. Fromthe available information, it reflects the viewpoint where the ethics is treated as a pivotal issuefor the HR specialists (Snell, Morris and Bohlander 2015). There are several ethical frameworksas well as application in HRM policies that need to be reviewed for getting insights ofinformation about role of HR managers in ethics. In addition, human resource systems need topromulgate an ethical culture where the ethics actually pervades selection, performanceappraisal, retention decisions as well as staffing activities and compensation activities.Furthermore, human resource systems as well as ethical corporate cultures need to be taken intoconsideration as partners who get involved in the process for creating competitive advantage forbusiness enterprise (Reiche, Mendenhall and Stahl 2016).It is important to consider the fact that management of ethics in human resource is treatedunder two general categories. The two categories are ethical dilemmas as well as ethical lapses.In addition, the major ethical dilemmas in Human Resource Management arise from functionalarea of business activities. There are several areas of ethical misconduct present in personalfunction that takes into account activities such as employment, labor relations as well as healthand safety at the same time (Reiche, Mendenhall and Stahl 2016).Role of HR in promoting ethicsThe main role of Human managers is to improve in the recruitment as well as selectionprocess (Al Ariss, Cascio and Paauwe 2014). They should pursue the recruitment strategy that isneeded for recruitment activities, financial aspects as well as criterion for assortment andpreferences. The HR manager needs to follow situational factors like economic factors as well as
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