HRM and ETHICS

What is HRM?

Human resource management is extremely crucial aspect to draw attention upon in any organization. Substantially, it is an approach for effective management of people in the company or organization. So that the business could gain a competitive advantage. HRM can be understood in simple terms as employing people, developing their resources, utilizing, maintaining and compensating their services in tune with the job and organizational requirements with a view to contribute to the goals of the organization or to achieve organizational objectives.

HRM is also defined as the process of PLANNING, ORGANIZING, STAFFING, DIRECTING and CONTROLLING.

Ethics in HRM

Business ethics concerns itself with adhering to the social principles of the situations in which business takes place. In other words, ethics are the values which have been imbibed within an individual or which has been reinforced externally that helps to distinguish between what is right and what is wrong there can be several sources of ethics for ex-: organizational culture etc.

Now ethics in HRM indicates the treatment of employees if the business is ethical and follows ethics strictly then the employees will feel motivated and work effectively and efficiently which will lead to the achievement of organizational goals whereas if the organization is involved in unethical practices this demotivates the employees.

The primary function of the HR manager starts from Hiring to firing of employees where hiring is considered as positive function and firing is considered as negative function. Some of the issues that HRM deals with is handling ethical challenges in workforce diversity.

The following are some of the ethical challenges that HR managers deal with.

·    Hiring and firing -: Screening is done by HR managers while performing the function of hiring and firing. Screening leaves out some of the people and put forward the others. Under this emotionalism is neglected by the HR managers and is adhered strictly towards skills and sets. While in some situations HR managers do not follow the screening process and become biased While following the function of Hiring and firing. For example, if an HR manager recommends a candidate in order to fill a quota, that decision is unethical, because it will remove other applicants that may be more qualified.  

·      Compensation and skills -: HR managers decide the salary of the employees based on the basis of position and skills they possess the dilemma occurs when variation in the salary of employees occurs when they possess the same skills.

·     Fair working conditions -: HR managers ensures that good, healthy and safe working condition is provided to each and every employee another important factor is the provision of the non-discriminatory work environment.

      Equal opportunity-: The HR manager must regularly monitor the company's hiring practices to make sure that there is no discrimination in the hiring process based on ethnicity, sexual orientation, race religion, and disability 

      
      Talking of today, HR professionals manage a lot more ethical, legal and moral responsibilities than ever before. They should be ethically responsible for promoting and fostering fairness in the organization. Human resources managers strive to hire candidates who fit in with an organization's culture. They must also keep an eye on diversity and equal opportunity as well as both traditional and legal hiring practices.