The Role of HR Consultants in Business Ethics

This assignment delves into the multifaceted responsibilities of HR consultants in ensuring ethical conduct within businesses. It outlines their key roles in recruitment, training & development, performance management, compensation, legal compliance, and risk mitigation. The assignment also emphasizes the essential skills HR professionals need to cultivate, including communication, conflict resolution, problem-solving, discretion, and ethical decision-making.

Running head: BUSINESS ETHICS
Business Ethics
Name of the Student
Name of the University
Author Note

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Role of Human Resource Consultant
The HR consultant is a team of highly specialized trainer who are competent to recruit the
personnel and run the business operation. The objective of the HR is to do the following:
 To focus is on recruiting the local talent and to integrate the practices, system and
procedures so as to meet the conditions.
 The role of the hr is to remain very flexible so that they remain highly flexible in their
field and be emotionally intelligent.
 The boarding and training programs will be designated so as to be in line with the
corporate governance (Jackson , Schuler and Jiang 2014).
 It is the duty of the HR to analyze and find out that the development of illegal and
unethical issues in the workplace is stopped. The whistle blowers policy helps in
developing a structure which helps in protection of the company.
 The HR helps in the training and development. It helps in the on job and specific skill
development thereby helps in the better customer care, leadership skills and
communication and time management.
 The benefits and compensation given to the employees shall be seen by the HR that it is
properly been given to all the employees. The rewards include the commission, salaries,
perks and rewards. The HR consultant sees that the business is able to maximize the
budget by determining the particular positions to be filled up by the employees, and the
particular function which can be outsourced. Thus the consultant is able to review the pay
scale; they are also providing benefits to the fiancé department (Armstrong and Taylor
2014).

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 One of the most vital tasks of the HR consultant is to provide the expertise in the legal
compliance. The consultants are well aware of the rules and regulation of the company.
The HR consultant helps in business to develop the policies and procedures which the
company shall follow.
 The HR helps in providing the role of maintaining the workforce. They help in providing
the security and the safety wellness and the health and insurance policies of the
employees of the companies (Brewster and Hegewisch 2017).
The problems in Human resource and understand and analyze specific HR problems and
develop new skills
There are many HR issues faced in a company. Since the trend is changing and globalization
is a part of the management, the plans and strategies are to be made according to the changes in
the World.
• Score card for weighting the human resource will shift from 40% of financial and the
20% for risk management
• The internal audits and the specific governance in case of human resource and which will
be critical in case of both the risk and financial management which will remain critical in
risk management and client success measures but separated for a rigorous assessment
(Knowles, Holton and Swanson 2014).
• The objectives which are designed to build a high performance culture will increase from
20% to 40% including value & social responsibility.

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• The Psychometric testing required for promotion decisions and individual development
plans put in place .It focus on psychological wellbeing, dominance, critical thinking and
assertiveness (Lăzăroiu 2015).
The development of new skills which appreciated the importance of ethical perspective in
Human Resource
The skills essential for HR to gain importance in ethical perspective
The key skill for the Management: Organization
The HR management requires an orderly approach where the HR shall have the skill and the
efficiency and the effectiveness to deal to deal with the entire situation. The HR deals with the
lives of the people. The HR deals with the life of the people and their career and when a manager
requests the HR to help the company in the proceeding of termination and compensation then
they will solve it.
HR Management Skill: Multitasking
The HR professional deals with an employee’s personal issue and the recruiting issue are also to
be fulfilled. The recruiting strategy is hard job to fill .The social media or the wage engagement,
is very critical to all. In case of the priorities the business need to move faster. The HR, need to
be able to handle it all, all at once (Wright, Coff and Moliterno 2014).
HR Management Key Skill: Negotiation
The HR shall have good negotiation skill and in order to be a successful HR it is important to
find and accept the middle ground. The HR does the best in the negotiation between parties so

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that a desired outcome is reached and which is usually not easy to achieve (Messersmith and
Wale 2013).
The Key Skill: Communication
As HR professionals it is vital that the employees are able to communicate up to management
and with the managers and to come down the levels of current employees. It is important then
there is communication between the all the people and the groups large through social media.
The Key Skill: Discrete and Ethical
The HR professionals are important for the company; they should be keeping the confidential
information. They need to serve most of the top management and mentor the actions towards
employees so that the regulation and policies are followed by the employees (Shields et al.
2105).
The Key Skill: Conflict Management and Problem Solving
The HR should make policies so that the people are able to work together and get along with the
rest. In order to get high productivity it is important that everyone work together and the HR has
to find the ways to allow this to happen. They should plan an effective problem solving
measures.

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References
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Brewster, C. and Hegewisch, A. eds., 2017. Policy and Practice in European Human Resource
Management: The Price Waterhouse Cranfield Survey. Taylor & Francis.
Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human
resource management. Academy of Management Annals, 8(1), pp.1-56.
Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014. The adult learner: The definitive
classic in adult education and human resource development. Routledge.
Lăzăroiu, G., 2015. The role of the management consultancy industry in the knowledge
economy. Psychosociological Issues in Human Resource Management, 3(2), pp.71-76.
Messersmith, J.G. and Wales, W.J., 2013. Entrepreneurial orientation and performance in young
firms: The role of human resource management. International Small Business Journal, 31(2),
pp.115-136.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns,
R., O'Leary, P., Robinson, J. and Plimmer, G., 2015. Managing Employee Performance &
Reward: Concepts, Practices, Strategies. Cambridge University Press.
Wright, P.M., Coff, R. and Moliterno, T.P., 2014. Strategic human capital: Crossing the great
divide. Journal of Management, 40(2), pp.353-370.

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