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Ethics inHuman Resource ManagementGroup

3

Imran Sayed 171 Arif Khan 137

Vinod Ambolkar 122 Subodh Mhatre150

Venkatesh Mani 178 Rohit Meher - 144

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Definitions

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.

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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.

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Definitions

All HR practices have an ethical foundation. HR dealswith the practical consequences of human behavior.

HRM Ethics is the affirmative moral obligations of the

employer (business) towards the employees to maintainequality and equity justice

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Approaches to Ethics

Cultural relativism

Consequentialist approach (utilitarianism)

Non-consequentialist approach

Human rights

Virtue ethics

Stakeholder approach

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Hard & Soft HRM

Hard HRM: where employees are viewed

instrumentally as a means to achieve organizationalgoals

Soft HRM: where employees are viewed as asubject-in-themselves. Soft HRM promotesemployee rights, empowerment, involvement,participation, etc

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Areas of HRM Ethics

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

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Ethical Dilemma

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.

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Issues of Ethical Dilemma in HRM

HIRING AND TERMINATION ISSUES

DISCRIMINATION

PERFORMANCE APPRAISAL

DISCIPLINARY ISSUES

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Examples of ethical

misconduct in HR activities

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IMPACT OF UNETHICAL PRACTICES

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 topmanagement affect employee motivation and

commitment to organizational goals.

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ETHICS AND HR MANAGEMENT

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.

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Conclusion

It is the human resource professional, who has, resting on hisshoulders the role of ethics guardian and monitor for todays

enterprise. And it is a responsibility that one can succeed onlywith a grasp and clarity of his/her worldview, a focus on onesbeliefs, and an understanding of the role Human Resourcesplays in todays business issues and ethics.

Ethics sometimes fall by the wayside when organizations donot have a solid value-based culture starting from the top andworking its way down. When this occurs, it is typically HRthat is called to get involved.

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THANK YOU