Why is it Important for HRD Practitioners to Behave Ethically?
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The paper discusses how the general public is increasingly concerned about a perceived lack of business ethics and then examines the strategic role of HRD practitioners in determining and upholding ethical standards in their firms. The paper identifies the key role of human resources in the shaping of an organization's policies on ethics and shows how it is essential that HRD practitioners behave in an ethical manner. The paper does point out, however, that HR is not the only player in developing and enforcing ethics policies; it is an area of strategic importance that involves the entire leadership of an organization.
From the Paper:"There are also many HR management decisions that raise ethical issues. Should production be outsourced overseas to reduce costs and maximize profits, but at the cost of mass redundancies? Where is the balance of a company using techniques to monitor staff to reduce thefts, but also respecting an employee's right to privacy? Should management be allowed to use legal tax avoidance schemes that improve profitability but at the cost of tax receipts that provide go towards providing for a better society?
"The challenge is then for HR to support their organization and identify the basic ethical rules that managers must follow whilst they aim to meet business objectives. It is noted by Armstrong (2010, p.120) that 'HR specialists are concerned with ethical standards in two ways: their conduct and values as professionals and the ethical standards of their firms.' One common issue is that managers can fail to perceive the ethical implications of an action or a policy at the beginning. HR is uniquely positioned to contribute across the whole of an organization. By helping to build ethically-screened policies HR can attempt to provide a framework within which managers can operate and preclude some unethical choices."
Sample of Sources Used:
- Armstrong, M., (2010) Armstrong's Handbook of Reward Management Practice.3rded. New Delhi, Kogan Page
- Bird, F. B. & Waters, J. A. (1989).The moral muteness of managers inCalifornia Management Review, 1989, 32(1), 73-88.
- CIPD (2012) Code of Professional Conduct.Code of Conduct. London, CIPD
- Hanson, K (1985) Ethics and business: a progress report in Management of values. Boston, Pitman
- Schramm, J (2004) Perceptions on Ethics in HR Magazine (November 2004). Available at: www.shrm.org
Cite this Persuasive Essay:
Why is it Important for HRD Practitioners to Behave Ethically? (2013, May 19) Retrieved May 31, 2020, from https://www.academon.com/persuasive-essay/why-is-it-important-for-hrd-practitioners-to-behave-ethically-153302/
"Why is it Important for HRD Practitioners to Behave Ethically?" 19 May 2013. Web. 31 May. 2020. <https://www.academon.com/persuasive-essay/why-is-it-important-for-hrd-practitioners-to-behave-ethically-153302/>