Human Resource Ethics

1701 words, 7 pages

Intro Sample...


As recruiters, HR professionals determine who are invited to join the team. They employ reward and punishment systems to reinforce appropriate behaviour. They may use information gleaned from exit interviews to support and improve the ethical environment. Apart from the ethics and compliance office, there is no other department as critical to the development of an organization's ethical culture as HR. In light of this situation it is incumbent on HR managers to play a vital role in the development of ethical culture, and as such should focus on the ways in which HR professionals can work with ethics and compliance officers to improve an organization's ethical culture.
The Key Role of HR in Organizational Ethics
The strength of any business is heavily reliant on the quality of its human resource. Also, how employees are treated will largely determine the extent to which they will perform. The HR professionals must therefore manage employees’ ethical conduct, in order to construct an organizational climate and culture to support and encourage ethical behavior. Several companies are likely to face ethical dilemmas if HR does not exercise due care in handling employees when they bring bad news or unpopular opinions. The organization's core values should be realistic and should not be just pretty words inscribed on corporate trinkets. “Human resource management tends to have a different understanding of what ‘ethical’ concern means compared with business ethics.” To lessen the blame or finger pointing games and to establish a positive organizational culture companies rely on their human resource to build its ethical culture. Ethics are becoming more and more important, and HR must continually revise the code of ethics to address issues that come up in the changing workplace. Corporations must ensure the code of ethics is used effectively and not just as window dressing. Their effectivenes View More »

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