HR Functions and Organizational Ethics HRM/427 Dr. Donovan Lawrence September 5, 2010 Human Resources professionals are responsible for several roles in the workplace, including implementing and managing policies, recruiting and retention, and training and development. The HR department is responsible for making sure that organizations conduct business ethically and that shareholders are treated ethically. The HR department must be able to monitor compliance with federal and state laws and regulations as well as monitor the conduct of the organization.
Implementing and managing policies is just one piece of the HR and ethics relationship, the HR professional must also conduct themselves in an ethical manner. This paper will examine the role that human resources plays in organizational ethics, and how important HR functions are to organizational ethics. In business ethics can define as the ability and willingness to reflect on values of an organizations decision-making process, and determine how the values of the organization and the decisions of the organization affect stakeholders.
Human Resources Management primary responsibility is to develop practices that will enhance an organization’s competitive advantage over other organizations in the same market. Human Resources also have a responsibility to ensure that their organization conducts business ethically and that shareholders are treated ethically. Business decisions, and policies that are implemented have ethical consequences and HR should have input in all business transactions.
Human Resources professionals have many roles concerning ethics in the workplace, monitoring: observing actions of the organizations members, investigation: investigating complaints concerning ethical issues, and spokesperson: ethics advocate, leading by example. “Ethics is integrally related to the contributions of HR because wherever two people exist in a relationship, ethical issues are present” (Losey, Meisinger, &Ulrich, 2005, p. 443). Ethics has everything to do with what with what is right, what should be done, and how decisions will affect everyone.
Not every individual that we encounter will be full of moral values, it is up to HR to set positive examples and be ethical leaders in the workforce. Human Resources Managers should be a role model of ethical conduct and values, holding themselves and others accountable. Code of Conduct Development Working at a Nonprofit Organization like Asian Rehabilitation, where we work with adults with disabilities we want to develop and implement a code of conduct that will make us attractive to our clients, supporters, stakeholders, board members, and employees. Non-profits create a Code of Conduct for these reasons and to ensure that employees and clients understand and trust their mission of service” (Dubois, 2001). The Code of Conduct at my organization not only places emphasis on the policies and procedures but also mirrors the mission of the organization. Policies for any organization and the code of conduct should be a partner of what the organization believes and would like to communicate.
Code of Conduct for an organization has to be fully aligned with the organization’s value and strategic plan. Establish and Enforcing Ethics Human Resource professional assume to role of responsibility for establishing policies and procedures for recruiting and retentions, and employee training and development. Establishing procedures that are fair and ethical for recruiting and training purposes is important for organizations. Within the organization that I work for, recruiting is a process that is ongoing.
Developing a recruiting strategy that is fair was essential to recruiting. Constructing and developing a structured interview guide, interview questions, and employment test that are properly implemented is the responsibility of the HR department. I have a responsibility to our clients, employees, and future candidates to evaluate and monitor the recruiting and retention strategy. Training and development programs are beneficial to employees and organizations to develop talent and new skills of employees.
Monitoring and evaluating the training program, and the cost effectiveness of HRM outcomes such as selection, recruiting, and turnover on annual bases will continue to improve the organization profitability. Performance Evaluations for employees is important to gauge an employee’s progress annually. The human resources department must provide managers with guidance when they conduct evaluations. Evaluations should not be one sided and focus on the negatives, focusing on both negative and positive employee job functions and also involving the employee in their evaluation will bring about better results.
The HRM must monitor the integrity of management as well as the human conduct of the organization that legal and moral standards are met. At Asian Rehabilitation Services we are working towards a common goal of equality of adults with disabilities. As the HRM I am responsible not only for myself but for the managers and clients that we uphold and practice the policies and procedures of that will contribute to enhancing the integrity and combat against corruption.
Human Resources Managers are the spokesperson for their organization and we must guide and enforce accountability, the standards of the HRM units and employees. Recommendations Human resources and ethical business practices must consider the impact the work that the business will have on employees and family. Human resources managers should be aware pay scales of the organization compared to the market trend to ensure fairness, also developing employee plans that are mutually beneficial for the organization and stakeholders will be helpful.
Human Resources Management must establish and enforce expectations around the standards of behavior, including code of conduct and ethics, and all policies and procedures. Placing a Code of Ethics and encouraging leadership to model the behaviors is an important step to creating an ethical organization. Human resources should monitor implementation and establish ongoing communication systems to discus ethical issues that may arise. Human Resources can influence organizational culture, and keep communication flowing.
Legal, Financial, and Business Consequences Non-profit organizations must have well informed members; this is the best bulwark against misconduct legally, financially, and organizationally. Implementing a set of principles that can be adopted and promoted sector-wide and improve over time will help to embrace for organizational needs for ethical practice that will maintain and strengthen public and private confidence. Organizations must have firm policies in place that are communicated and based on federal and state laws and regulations.
Nonprofit as well as For-Profit organizations should have a written code of ethics that staff including all of its upper management, board of directors, staff and volunteers are familiar with and practice. Implementing and adhering to policies and procedures will help to show clearly the organization’s commitment to effectively implementing a code of ethics. If an organization establishes a code of ethics that highlights the expectations of how the organization will conduct themselves in all areas should eliminate deceitful behavior.
The organization that I work for has policies and procedures that were implemented to enable individuals to come forward with information of illegal practices or violations of organizational policies. Policies can assist organizations in complying with legal provisions that protect organizations legally, financially, and uphold the business strategy. Conclusion To effectively infuse strong ethical principles into an organization, Human Resources must help and add recommendations to the business strategy. Human Resource Management should be guided by a Code of Ethics and should always maintain high standards. HR functions should play a crucial role in organization efforts to deal with ethical issues, because HR’s role is central to the management of fairness in contemporary organizations” (Dubois, 2001). References Dubois, W. (2001, December). HR departments should play a more prominent role in ethics management. Retrieved from http://www. smeal. psu. edu/news/latest-news/dec01/hrdepts. html Losey, M, Meisinger, S, & Ulrich, D. (2005). The Future of Human Resources Management. Hoboken, New Jersey: John Wiley & Sons, Inc.