Discussion on Corporate Social Responsibility in Modern HRM Practices

This discussion post addresses the ethical and legal considerations of using social media in modern Human Resource Management (HRM) practices, particularly focusing on Corporate Social Responsibility (CSR). The post highlights the increasing trend of employers using social media to screen potential hires and monitor current employees, raising concerns about privacy breaches, false information, and the potential for discriminatory practices. It explores the legal implications of these actions, emphasizing that while laws may not directly penalize individuals for providing false information on social media, the practice of using social media for hiring is riskier than traditional methods due to the potential for bias and misinformation. The discussion emphasizes the importance of employee monitoring and discipline to maintain ethical standards and protect company data, especially regarding the inappropriate use of social media during work hours and the sharing of confidential company information. References to academic sources support the arguments, reinforcing the need for a balanced approach to social media use in the workplace to protect both the company and its employees.

Corporate Social Responsibility

Discussion
It is conceptually cleared that the modern employers are hiring and recruiting candidates
presently on the basis of their social media accounts like facebook, twitter, Instagram, etc. where
they can easily gain job related information about the applicants. With this aspect, employers
develop a duty to conduct an investigation of applicant based on its qualifications, job history
and personal character. Moreover, the employer has a related obligation with the current
employees in order to supervise and retain them. It is legally creates issues like breaching
privacy, producing false information, fraudulent accounts, etc. which routes the employers to
increase potential risks. Legally, it is inappropriate to take any actions against the person
providing false information on such social media platforms (Crane, Matten & Spence, 2019).
Though individuals are penalized for some specific acts but their no such laws or rules against
such practices. Finalising job applicants based on their social media stages is more risky than to
hiring the person on the origin of interviews, tests and references.
The directives of Laws and ethics are somehow linked with each other but aims on
diverse corridor. An employee using social media at his/her working hours is a kind of stain on
the company’s ethics. It becomes a liability or waste to the company when an employee uses
social networking during working hours. Social media is a platform where personal information,
feelings or views are being shared and sharing company’s related and private data on such
sources is a crime which is loss to the company (Gardner & Allen, 2019). This discussion of the
ethical and legal considerations over the employee’s use of social networking makes apparent
that appropriate employee monitoring and discipline by the employers are important.
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REFERENCES
Crane, A., Matten, D., & Spence, L. (Eds.). (2019). Corporate social responsibility: Readings
and cases in a global context. Routledge.
Gardner, J. M., & Allen, T. C. (2019). Keep calm and tweet on: legal and ethical considerations
for pathologists using social media. Archives of pathology & laboratory
medicine, 143(1), 75-80.
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