Ethics in

Human Resource Management

Group 3
Imran Sayed 171 Vinod Ambolkar 122 Venkatesh Mani 178 Arif Khan 137 Subodh Mhatre 150 Rohit Meher - 144

 Ethics refers to well-founded standards of right and wrong that prescribe what humans ought to do, usually in terms of rights, obligations, benefits to society, fairness, or specific virtues.

Definitions

 HRM is the strategic and coherent approach to the management of an organizations most valued assets the people working there who individually and collectively contributes to the achievement of the objectives of the business.

Definitions

 All HR practices have an ethical foundation. HR deals with the practical consequences of human behavior. HRM Ethics is the affirmative moral obligations of the employer (business) towards the employees to maintain equality and equity justice

Definitions

Cultural relativism Consequentialist approach (utilitarianism) Non-consequentialist approach Human rights Virtue ethics Stakeholder approach

Approaches to Ethics

Hard HRM: where employees are viewed instrumentally as a means to achieve organizational goals Soft HRM: where employees are viewed as a subject-in-themselves. Soft HRM promotes employee rights, empowerment, involvement, participation, etc

Hard & Soft HRM

Basic human rights, civil and employment rights Social and organizational justice Equity/Distributive justice Safety in the workplace Respect, fairness and honesty based process in the workplace Privacy

Areas of HRM Ethics

 Ethical dilemma is a complex situation that will often involve an apparent mental conflict between moral imperatives, in which to obey one would result in transgressing another. This is also called an ethical paradox.

Ethical Dilemma

 HIRING AND TERMINATION ISSUES DISCRIMINATION PERFORMANCE APPRAISAL

DISCIPLINARY ISSUES

Issues of Ethical Dilemma in HRM

Examples of ethical misconduct in HR activities

 Consumers perception of the ethics of a company can affect sales.

Due to this its share price will be affected.

Poor standards of conduct emanating from the top management affect employee motivation and commitment to organizational goals.

IMPACT OF UNETHICAL PRACTICES

 Firms with High Ethical Standards

Are more likely to reach strategic goals. Are viewed more positively by stakeholders. Are better able to attract and retain human resources.

ETHICS AND HR MANAGEMENT

 It is the human resource professional, who has, resting on his shoulders the role of ethics guardian and monitor for todays enterprise. And it is a responsibility that one can succeed only with a grasp and clarity of his/her worldview, a focus on ones beliefs, and an understanding of the role Human Resources plays in todays business issues and ethics. Ethics sometimes fall by the wayside when organizations do not have a solid value-based culture starting from the top and working its way down. When this occurs, it is typically HR that is called to get involved.

Conclusion

THANK YOU