Report on Business Issues and Contexts of Human Resources (5CHR)

This report delves into the critical business issues and contexts of Human Resources, emphasizing the importance of ethics and accountability within organizations. It examines the role of HR in upholding values, promoting ethical decision-making, and fostering a positive work environment. The report uses the Dan Tar company as a case study, highlighting how HR practices, including recruitment, employee relations, and policy development, contribute to the company's success. It explores the evolution of the HR function, from basic administrative tasks to a strategic role in shaping organizational culture and driving business outcomes. The report covers key areas such as promoting ethical environments, upholding standards, championing employee development, and informing policy, while also addressing the challenges of maintaining ethical integrity and responding to changes in the business landscape. The conclusion underscores the significance of HR's contribution to business ethics and accountability, emphasizing the need for HR professionals to navigate complex issues and ensure organizational success.

Hr business issues and
contexts of Human
Resources

Table of Contents
Introduction..............................................................................................................................3
Main body.................................................................................................................................3
Conclusion................................................................................................................................5
References................................................................................................................................6

Introduction
The group or set of people by whom the working team for the industries,
organizations, business sectors is made are known as Human Resource. This
department of an organization by does their duties by putting a watch on the basic
duties like employment standards, labour law, employee’s benefits administration,
organizing the files of the employees with the required documents for the further
reference and on the other hand some aspects of the employees off boarding and
recruitment. The Dan Tar is famous for the best pubs. Having the four branches the
gray hound, the George, the canal taven, and the Dandy Lion (Yusliza, 2017). The
best thing about this company is its run by a single family as they divided the work.
Main body
The Dan Tar company is managed by the family members itself so the human
resource department of this company is also manged by the family members only.
First owner of this company had faced the losses and bankrupt, by putting their efforts
and using best business strategies, they have put the company at good position in the
business market (Masri, 2017). In human resource ethics play a great role by helping
the organization by upholding and embed its values in the all-possible stages in
respond to maintain and to get and increase the trust of consumers. On the other side
taking the responsibilities, accountability puts an importance role. In simple words
accountability in the organization means to complete the responsibility for the action
and the decisions which were took by an individual or the company. This is also
known as the one of the healthy pillar of an organization.
Anyhow if something goes wrong in the any organization no one is there to take the
responsibility then the best option to choose is the accountability. There should be
daily schedule in every organization, to lead the decision making which are ethical
that can reduce the risk going from the starting or at the first place (Adler, 2017).
Benefits of the accountability are increases the trust, increases transparency, make a
good communication and team work, coverts the critical problem's into decision
making. It is known that ethics of decision making are numerous, although the good
business decision isthey should be both ethical and effective, as it all depends on the
values and the customers who got affected by a decision, therefore the action,
expertise and motives depends on employees trust. Human resource is considered as
one of the main step of an organization as a new comer applies for a job they have to
go through it and while in the resigning process the human resource department take
place(Lawler, 2020)
. As it is seen the industries and the organization do not accept the corporate scandals
on them, it’s the duty of human resource to manage the ethical integrity, while the
decision of the higher authorities affects the people. The process of ethics and
accountability is explained in few points which are mentioned below-
1.Promoting- the business ethics environment is running with a proper mixture of
corporate culture, programs of companies and the leadership practices(Kamoche,
2019)
. Human resource is playing an important role in making an ethics friendly
organisational atmosphere; these can be putted in different parts-

(a) It should be the priority to educate staff about what’s risk many people do not
understand what actual risk the work done by them is not in accountable and ethical
manner.
(b) This is the duty of every employ to do proper bookkeeping, and be transparent
to the organisation about every single financial activity.
(c) There should be proper atmosphere where the employees could speak truth and
make their higher authorities to trust them.
2. Upholding – Some of the organisation has made the process to set their standards
and other companies could learn from them (Mahmood, 2019). It should be
encouraged by the company making professional decisions and responsibilities. It is
the duty of human resource staff members to take responsibility and by ensuring for
the well being, safety and the organisational satisfaction. Including the duties of
employment and labour laws.
3.Championing - The recruitment of the employee these days doesn’t mean just
fulfilling the no. of the vacancies, it means that the one should be capable of fulfilling
all the requirements which is required and for promoting the business and run that
well in future. The employee should understand the requirements of the organization
and work accordingly (Kryscynski, 2018). The employees should work hard for the
development of the company not just for working for the given hours and left. The
one should promote the business by many new and innovative ideas. Everyone should
help each other which make the work easier for everyone. They should also consult
about the problems with employees because it does not deal directly with the
customers but the employees do so, so they knows about the concerns of the
customers more than human resource and everyone should discuss it and give their
opinion and the best solution and the solution took by majority of the employees
should be implemented for the better run of the organization.
4. Informing and developing policy- The human resource plays a vital role in
maintaining any of the company or an organization (Crawshaw, 2020). They can
boost up the overall success of the company or an organization. The human resource
gives the guidelines to the employees, prepare the schedule and even evaluate the
performance of the staff. They guide the staff about their work and to how to perform
the work in the proper way; they train the employees properly in their fields. This
department gives solution of the entire problem which is occurring in their
organization and tells the staffs the way to implement those given method. They even
notice that how much their given solution had worked and the progress report
(Machmud, 2019). They make good relation with the employees so that they can
interact with each other and can discuss the problems and get their solution for the
better running of the organization. Human resource creates a good and positive
environment for the employees to work over there and try to create and healthy
relation with the employees working over there.
Human resource can even make new policies for the better running of the
organization and even can make changes accordingly (Haak-Saheem, 2020). They
should even treat every employee equally so that no one feels avoided and work
together properly. Human resource inform the employees about their benefits in the
future and best policies and offer for them.
The employee’s deals with all the other people coming to them and they have to face
the new problems so if the employee will go to the HR and will discuss it than they

can make some changes and try to solve the problem so that it cannot be repeated in
future. Even if the organization give good response to the people the people who are
going over there will be satisfied and it will help in building up the reputation of the
organization, which will even attract more people towards them. Maintaining the
good communication with the employees can build up the organization very strong
internally as well as externally (Florkowski, 2018). They should uphold the values
and laws of the organization at any cost, in order to maintain the trust of the
organization and even increase it. Human resource department should always be sure
about the decision taken by them and should be even taking the responsibility of the
future consequences. They have to take many decision quickly that cannot be
unethical or against the law and policies of the company.
Conclusion
In the above report contribution of human resource in business ethics and
accountability is explained (Bastien, 2019). Sometimes while applying the ethical
values in the terms and regulation of company the roles of Ethics and Human resource
duties frequently overlaps. How the problems can be faced and managed while the
authorities deny taking the responsibilities on themselves. The above mentioned
company is having its own human resource department as the workings are family
members only. According to this report without maintaining proper ethics then the
business could not run in smoother way not even the proper justice will be there.

References
Books and generals
Yusliza, M.Y., Othman, N.Z. and Jabbour, C.J.C., 2017. Deciphering the
implementation of green human resource management in an emerging
economy. Journal of Management Development.
Masri, H.A. and Jaaron, A.A., 2017. Assessing green human resources management
practices in Palestinian manufacturing context: An empirical study. Journal of cleaner
production, 143, pp 474-489.
Adler, N.J. and Ghadar, F., 2017. 6. A Strategic Phase Approach to International
Human Resources Management. In International management research (pp. 55-78).
de Gruyter.
Lawler, E. and Boudreau, J.W., 2020. Achieving excellence in human resources
management. Stanford University Press.
Kamoche, K.N., 2019. Sociological paradigms and human resources: An African
context. Routledge.
Kryscynski, D and et.al., 2018. Analytical abilities and the performance of HR
professionals. Human Resource Management, 57(3), pp.715-738.
Crawshaw, J., Budhwar, P. and Davis, A. eds., 2020. Human resource management:
Strategic and international perspectives. Sage.
Machmud, A. and Ahman, E., 2019. Effect of entrepreneur psychological capital and
human resources on the performance of the catering industry in Indonesia. Journal of
Entrepreneurship Education, 22(1), pp.1-7.
Florkowski, G.W., 2018. HR technology systems: an evidence-based approach to
construct measurement. In Research in Personnel and Human Resources
Management. Emerald Publishing Limited.
Haak-Saheem, W. and Festing, M., 2020. Human resource management–a national
business system perspective. The International Journal of Human Resource
Management, 31(14), pp.1863-1890.
Bastien, M.F. and Corbière, M., 2019. Return-to-work following depression: what
work accommodations do employers and human resources directors put in
place?. Journal of occupational rehabilitation, 29(2), pp.423-432.
Mahmood, A and et.al., 2019. Specific HR practices and employee commitment: the
mediating role of job satisfaction. Employee Relations: The International Journal.