Human Resource Management, Ethics, and CSR Report Analysis

This report analyzes the functions of Human Resource Management (HRM) within the context of business ethics and corporate social responsibility (CSR). It emphasizes HRM's strategic role in organizational success, focusing on recruitment, training, and occupational health and safety (OHS) as key areas influencing ethical practices. The report highlights the importance of business ethics in HRM, particularly in the context of a globalized workforce and technological advancements. It explores how CSR, as an integral part of business ethics, guides organizations in addressing workforce health, safety, and environmental concerns. The report examines how recruitment processes should be designed to ensure ethical practices and the role of training in employee development. The report also touches upon the significance of occupational health and safety in the workplace, including the legal responsibilities of organizations and the importance of creating a safe work environment through training and equipment. The report concludes by providing recommendations on how organizations can integrate business ethics and CSR into their HRM practices to achieve both ethical and business objectives.

Human Resource Management
HUMAN RESOURCE MANAGEMENT
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Executive summary
The report aims at examining the organizational attempt to maintain the degree of corporate
social responsibility as a part of business ethics. The report further aims at understanding the
role of Human resource management in implementing the occupation health and safety in the
organization with the recruitment of an excellent workforce and training that will help in
awareness of business ethics and corporate social responsibility. The study deduced the
several HRM area and it effectiveness in organizational context. The major 3 area had been
chosen for influencing the adequacy of the study. The major three areas included the
recruitment, training and occupational safety, and health. These three factors play the vital
role to influence the HRM value in organizational context.
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Table of Contents
Introduction...........................................................................................................................................4
Business Overview................................................................................................................................4
Occupational health and safety as an area of HRM...............................................................................5
Training as an Area HRM......................................................................................................................6
Recruitment as an Area of HRM...........................................................................................................7
Recommendations.................................................................................................................................8
Conclusion.............................................................................................................................................9
Reference List......................................................................................................................................10
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Introduction
The report aims at depicting the functions of Human resource management in the context of
business ethics. Human Resource Management is an essential part of an organization. It is a
strategic approach to managing the organizational activities effectively in such a fashion that
the company gains a competitive advantage over the rival company. The HRM of an
organization helps to maximize performance and profitability of the organization. It is with
an ultimate goal to the overall progress of the company in the existing structure with an active
market expansion policy. The HRM includes recruitment, training and occupational health
and safety of the employee with particular focus on business ethics and corporate social
responsibility that become the foundation of all organizations to exist in the socio-political
context of the organization. The business ethic is maintained in all HRM activities of the
organization for the recent initiative at the global level. The global scenario faces the crisis of
a competent workforce, and the labour market became more complicated with the growth of
technology in the context where the necessity of business ethic is to be maintained strictly.
Business Overview
Business ethics is a type of study that directs the organization to follow appropriate practices
and policies in connection with the incredibly diverse subjects like insider trading,
discrimination, corporate governance and fiduciary responsibilities (Ferrell & Fraedrich,
2015). CSR, as a part of business ethics, directs the company and the top-level executives to
deal sensitive issues regarding the health and safety of the workforce and the environmental
problems of the surrounding (Humanrights.gov.au, 2019). The concept of corporate social
responsibility is one of the most controversial ideas in all business organization. Following
corporate social responsibility is a challenge to the organization. Corporate social
responsibility is a part of business ethics that are required to be followed. CSR decreases the
profitability of the company. Occupational health and safety is a part of the corporate social
responsibility of the organization (Testa and D’Amato, 2017). In the occupational health and
safety system, the organization provides necessary equipment and supervisions to the workers
to maintain a safe workplace and protect the workforce from all sorts of dangers that emanate
from the work.
The corporate social responsibility focuses and takes the company to follow the labour law.
The labour law directs the company to provide better and suitable wages to the worker to
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improve the workforce condition (Testa and D’Amato, 2017). Corporate social responsibility
also directs the company to frame the workforce rules and regulations according to the
international human rights and fundamental rights of the Australian government. The CSR of
a company involves the top-level executive to frame the rules and regulation in such a way
that there will not be any negative impact on the health and safety of the workforce.
Occupational health and safety as an area of HRM
The focus of HRM of a company on the occupational health and safety requires massive
human as well as a material resource (Tiwari et al., 2018). The occupational health and safety
has mostly been dealing with the organization that enrols the construction and manufacturing
activities. It is a multidisciplinary area connected with the welfare, safety and health of the
workforce involved in the activities of the organization. Corporate social responsibility as a
part of business ethics directs the organization to frame policies for the workplace that
prevent any harms to the workers (Caesar and Cahoon, 2015). The occupational health and
safety incur a huge cost to the organization. The occupational health and safety require
assessing risks and hazards involved in workplace activities. The assessment in occupational
health and safety is done regularly to create a workplace free from all sorts of hazards at the
workplace. The OSH concentrates on the health and safety of the workers. It also focuses on
the external environment of the workers like his/her family, customers, co-worker, and so on.
In Australia, OSH involves the safety of various activities outside the organizations, too
(Khan and Francis, 2015). In austral, health and safety act states that the organizations are
bound to make the workplace healthy and safe. Occupational health and safety are regarded
as the legal duties and responsibilities of the company. The health and safety focus on risks
hazards related to machinery, noise and handling of machines manually (Glen, Onsando and
Kearney, 2015). In Australia, the value of life is considered higher than any other value.
Therefore, the attempt is made to protect lives in all possible way by framing an efficient,
health and safety planning. There are various standard courses of health and safety that
endow the degree holder to assess the risks involved in the functional aspects of the
organization.
The company needs to maintain a well-trained workforce to create and manage a healthy and
safe workplace. The best approach to ensure OHS in the organization depends on framing
rules and regulations according to the safety standard. Health and safety require protecting
the workforce (Brook et al., 2016). Necessary training and equipment are brought to the
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workplace for making the workplace safe and free from the unforeseen occurrence. The
occupational health and safety focus on "workplace-based prevention" rather than individual
care. The OHS focuses on the improvement of workers condition at the workplace, as history
has seen a large number of mortality and injuries that leads to fatal consequences (Qin, 2017).
The world health organization's Director General was requested to frame guidelines for the
training of workers in OHS. A safety standard has been framed internationally. The safety
standard directs the organization to develop and frame a policy for safety in the organization.
Training as an Area HRM
Training is the part of HRM, and it had been considered as a useful tool to develop employee
positioning in the organization (George et al. 2016). Training plays a key role in positioning
the employee by providing certain rules, regulations, effective communication system, and so
on. Training had been determined as the act to intensify the skill and knowledge of the
organizational employee. Consequently, training had imparted as the interconnected elements
of the organizational employee (Arulrajah, Opatha and Nawaratne, 2015). Training derives
the systematic setup to taught and instruct the organizational employee. Ethics had a specific
consideration in the training process of the HRM department. The inclusion of ethics, safety
and healthy lead in demonstrating the employee motivation and lead them to influence their
working skills. The ethical factors included equal opportunity, labour costs, compensation,
effective skills, and fair working environment (Al Shobaki et al. 2017). The exaggeration
these factors assist the HRM department in providing the appreciable training towards the
new employees of the organization. The inclusion of occupational safety and health would
also create effective action in organizational context to develop employee behaviour.
Training mainly formulated in the aspect of the organizational requirement (Ranjan, 2017). It
aimed to develop the skills of the employees and the financial value of the organization.
Furthermore, training had been classified into two major parts, and those are off-job training
and on-job training. The inclusion of on-job training helps the employee to intensify practical
working skills. Apart from that, off-job training also useful for employees as it pledges
technical training, ethical training, skills training, and quality training (Mulolli, Islami and
Skenderi, 2015). The consideration of ethical development in training leads to promote the
organizational culture. The ethical factor included the equal opportunity which ensures the
employees about safety working environment. In the presence of ethics in HRM, it ensures
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the discrimination-free working environment and opts to prevail the equal opportunity for
every employee in an organization. The inauguration of significant training process develops
the quality and quantity of the workforce. It also improves the financial condition and time
management process in an organizational context. Hence it assists the organization to fulfill
its goal and to expand its value in throughout the world (Inkinen, Kianto and Vanhala, 2015).
Trained employees provide adequate services for the organization. The adequate services lead
to demonstrate the working environment and help to fulfill the job satisfaction. The skill
training helped to train the employee in an appreciable manner. It influences the performance
of the employees.
Moreover, the technical training had been considered as another foremost training
procurement to emerge the technological knowledge of the employees. The enhancement of
technological factors in organizational context leads to demonstrate the organizational value.
Furthermore, it also asst the organization to fulfill consumer needs and satisfaction. The
adequate training enhances the organizational workforce and develops the potentiality. Thus
the organization can compete potentially against other organization of the same industry. In
addition, employee training also prepares the organizational staff for the future workforce.
Technical advancement is another crucial factor to raise organizational position and
sustainability.
Recruitment as an Area of HRM
HRM is responsible for influencing the recruitment process in an organizational context. The
exaggeration of an effective recruitment process ensures efficient people management in an
organizational context (Fındıklı, Yozgat and Rofcanin, 2015). The HRM department is opted
to develop the competitive advantage and financial value of the business. Thus, they need to
prosper the recruitment process in the organizational context. The recruitment process is the
utmost factor in the organization as it positions the employees in their respective position. In
order to procure the magnificent recruitment process, the employers need to assure the
organizational procedure, policies, and objective. Hence it leads to the influence of the people
management process in an organizational context. The HRM department needs to understand
the requirement of the organization (Hafiz, 2017). Thus, they need to identify the role of
employees in an organizational context. The organizational procedures and policies need to
applied in the employee in the time of recruitment. Recruitment drives the organizational
procedures employed by the organization to develop the contact, solicit, and interest. The
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HRM department also needs to follow the appropriate policies to inaugurate significant
recruitment. Rather than that, the recruitment had to be done by evaluating the qualification
and skills of the employees. Ethics is the significant factor which needs to opt in the
recruitment process (Fu et al. 2017). Thus, it would ensure the new employees about the
discrimination-free working environment. In order to enable the smooth recruitment process,
the HRM department need o integrate the job description and job posting. They also need to
describe the required skills and job description of the new employees. The simplification of
the application process also ensures the sophisticated recruitment process in the organization.
Rather than that, the exposition of job posting in organization’s website influences the
recruitment process. The HRM department needs to pledge the job description on the career
page of the organization's website. Hence it influences employee engagement and also can
provide the well-skilled employees in an organizational context. The maintenance of the data
plays a predominant role in enhancing the recruitment process. The meticulous data
maintenance leads to promote the recruitment process as it leads the employers to overlook
each and every resume of the candidates (Singh, Darwish, Wood, and Mohamed, 2017).
Recruitment had to maintain the organizational procedures employed by the organization to
develop the contact, solicit, and interest. The HRM department also needs to follow the
appropriate policies to inaugurate significant recruitment. Recruitment ad has been
considered as the synthesized factor in an organizational context as lit to fulfil the vacant
position of the organization. It also increases the attraction of the effective workforce in the
organizational context. It also assists in establishing organizational value by capturing
potential employees. It is a beneficial factor for organization as it mesmerizes the
organizational value in world wide. It also intensifies the organizational potentiality and helps
to compete effectively against other organization.
Recommendations
 Corporate social responsibility as a part of business ethics needs to be adequately
followed to create an excellent workforce and workplace. Corporate social
responsibility will also prevent the organization from any sorts of regulatory
complaints.
 Occupational health and safety need to be implemented in the organization. It will
protect workers from various risks and hazards. The identification of hazards and
risks are required regularly. Necessary training needs to be given to the worker to
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understand the risk and avoid themselves to be protected from various fatal injuries
(Sinelnikov, Inouye and Kerper, 2015).
 The recruitment of the workforce needs to be done as per the standard. Necessary
consideration needs to make on qualification and experience of the workers. While
recruitment process, the worker's capability, his social understanding, mental
tendency and his ability to understand corporate social responsibility needs to be
tested for creating an excellent workforce to take the business ethics of the
organization to a higher level.
 The training needs to be given to workers in a way that they could understand
corporate social responsibility. Lack of training will reduce the output of the
organization. Consequentially, the untrained workers will make an impact on the
profitability of the company (Shang et al., 2018).
 The department of Human resource management needs to be developed, and experts
in managing the human resource need to be recruited. The department of human
resource needs to give proper training and placement to the workforce.
Conclusion
It could be concluded that the role of HRM plays a crucial role to bring about higher
profitability of the organization and employs’ safety and health. The higher profitability of
the organization is the sole motive of HRM. The role of HRM in addressing the need of
workforce and performance of the organization is immense, and the role of HRM in infusing
the knowledge regarding corporate social responsibility in the staff of organization as well
the top-level executive and decision making the body is outstanding and admirable. The
contribution of corporate social responsibility in raising the health and safety issues for
workers is evident in the organizational structure. The business ethics of the organization
makes it necessary to provide safety tips and training to the workers serving in the
organization. The organization needs to recruit the workers who have a good sense of
business ethics as he will be the figure to be imitated by the fresher in the organizations.
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Reference List
Al Shobaki, M.J., Naser, S.S.A., Amuna, Y.M.A. and El Talla, S.A., 2017. Impact of Electronic
Human Resources Management on the Development of Electronic Educational Services in the
Universities. International Journal of Engineering and Information Systems, 1(1), pp.1-19.
Arulrajah, A.A., Opatha, H.H.D.N.P. and Nawaratne, N.N.J., 2015. Green human resource
management practices: A review. Sri Lankan Journal of Human Resource Management, 5(1).
Brook, R.D., Sun, Z., Brook, J.R., Zhao, X., Ruan, Y., Yan, J., Mukherjee, B., Rao, X., Duan, F., Sun,
L. and Liang, R., 2016. Extreme air pollution conditions adversely affect blood pressure and insulin
resistance: air pollution and cardiometabolic disease study: hypertension, 67(1), pp.77-85.
Caesar, L. and Cahoon, S., 2015. Training seafarers for tomorrow: The need for a paradigm shift in
admission policies. Universal Journal of Management, 3(4), pp.160-167.
Corporate Social Responsibility & Human Rights | Australian Human Rights Commission. (2019).
Retrieved 12 October 2019, from https://www.humanrights.gov.au/our-work/corporate-social-
responsibility-human-rights
Fındıklı, M.A., Yozgat, U. and Rofcanin, Y., 2015. Examining organizational innovation and
knowledge management capacity the central role of strategic human resources practices
(SHRPs). Procedia-Social and Behavioral Sciences, 181, pp.377-387.
Fu, N., Flood, P.C., Bosak, J., Rousseau, D.M., Morris, T. and O'Regan, P., 2017. High‐Performance
work systems in professional service firms: Examining the practices‐resources‐uses‐performance
linkage. Human Resource Management, 56(2), pp.329-352.
George, G., Corbishley, C., Khayesi, J.N., Haas, M.R. and Tihanyi, L., 2016. Bringing Africa in:
Promising directions for management research.
Glen, M., Onsando, G. and Kearney, J., 2015. Education Pathways for Humanitarian Background
Refugees in Southeast QLD.
Hafiz, A.Z., 2017. Relationship between organizational commitment and employee’s performance
evidence from banking sector of Lahore. Arabian Journal of Business and Management Review, 7(2),
pp.1-7.
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Inkinen, H.T., Kianto, A. and Vanhala, M., 2015. Knowledge management practices and innovation
performance in Finland. Baltic Journal of Management, 10(4), pp.432-455.
Khan, A. and Francis, A., 2015. Strengths-Based Practice with Children with a Mental Health
Condition. International Journal of Social Work and Human Services Practice, 3(1), pp.9-19.
Mulolli, E., Islami, X. and Skenderi, N., 2015. Human resource management practices and SMEs
performance: study based in Kosovo. International Review of Management and Business
Research, 4(4).
Qin, D., 2017. Hand-arm Vibration Exposure Monitoring with Skin Temperature and
Photoplethysmography (Doctoral dissertation, Case Western Reserve University).
Ranjan, P., 2017. Human Resource Management and Organizational Behaviour. Journal of HR,
Organizational Behaviour & Entrepreneurship Development, 1(1), pp.8-12.
Shang, J., Ma, T., Xiao, C. and Sun, J., 2019. Pre-training of Graph Augmented Transformers for
Medication Recommendation. arXiv preprint arXiv:1906.00346.
Sinelnikov, S., Inouye, J. and Kerper, S., 2015. Using leading indicators to measure occupational
health and safety performance. Safety Science, 72, pp.240-248.
Singh, S., Darwish, T.K., Wood, G. and Mohamed, A.F., 2017. Institutions, complementarity, human
resource management and performance in a South-East Asian Petrostate: the case of Brunei. The
International Journal of Human Resource Management, 28(18), pp.2538-2569.
Testa, M. and D’Amato, A. (2017). Corporate environmental responsibility and financial
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