...| | |Ethical Issues in HRM Strategy | | | |Raynor | | | |Dr. Morgan | | | |HRM 530 – Strategic Human Resource Management | | | |October 28, 2012 | | ...
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...Assignment #1 Ethical Issues in HRM Strategies You have just been hired to consult with a new client organization. This organization is similar to others for whom you have served in an HRM consulting role and experiences many of the same problems and situations that the other organizations have had. You have a wealth of knowledge about other organizations’ HRM strategies. Describe your approach to this new client in terms of relying upon knowledge you have gained working with other similar situation. 1. Identify the issues of overlap in the new client organization with others that you have had as client. 2. Explain the ethical dilemma(s) that may arise if you use your expert knowledge of other organizational HRM strategies with the new client. 3. Discuss your approach to customizing HRM strategy to business strategies. 4. Emphasize the importance of establishing HRM strategies to improve a competitive advantage. Issues of overlap in a new client organization. According to Stewart & Brown (2012) good human resource management practices help successful organizations meet the needs of their employees, customers owners and society. .A company must have a strategic plan to for dealing with important changes that are likely to occur both in the marketplace and among its workforce. Employee productivity increases when organizations hire and motivate employees effectively. Good human resource practices create more satisfied employees who in turn...
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...Britni Davis January 21, 2013 HRM 530 Ethical Issues in HRM Strategy Dr. Daniel C. Frost Introduction As a Human Resource Management Consultant you are there to solve the problems of the company that has hired you. Also not only is that the key objective of your job you have to be ethical due to not messing up business relationships with other clients you may have. This paper will focus on different objectives that a HRM Consultant may have while doing his or her job. Identify the areas of overlap in the new client organization with others that you have had as clients. An Area that may overlap in a new client organization with others that you have had as clients would be giving a completive edge to another client. An overlap could be when a HR consultant departs one client and joins another. The knowledge acquired at the previous company can be sensitive and valuable to the new client. This can cause ethical problems for me as the new HRM consultant. Ethical Dilemmas: There are many ethical issues that can come about in the case of HRM consulting. When you have knowledge of the company and previous assignments that can be useful in your new position. As a consultant you can encounter many obstacles some can be being Fair, Competitive Edge and not being biased. Fairness: The wisdom of a consultant improves with experience. An old client‘s project experience has helped the consultant in providing a more wise consultation to future clients. Therefore, whether or not...
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...(Stewart, 2011). When an HR consultant departs one client and joins another client it is understood that the knowledge acquired at the previous company is not only sensitive, it is also valuable if shared with the new client. It is worth mentioning that all information is not sensitive. For instance if the overlap is an issue such as workplace violence and the HR consultant devised a training module that reduced the occurrence of violence by 20%, then this information can be rightly shared with the new client. Conversely, if the HR consultant was present during strategic planning session with the previous client and learned information that would give the new client a competitive edge, doing so would be an ethical violation and could led to criminal prosecution. Overlapping issues require the HR professional to use good judgment in addition to following the ethical guidelines outlined by the Society of Human Resource Management (SHRM code of Ethics). SHRM requires all of its members and highly recommends all nonmembers to follow the ethical guidelines posted on the SHRM website. These guidelines admonish HR professionals to adhere to the highest standards of ethical and professional behavior (SHRM code of Ethics). The SHRM code of ethics requirement ensures that HR professional are aware of their obligation to share only no sensitive information with the new client. Recently, the Securities and Exchange Commission (SEC) arrested an HR consultant and charged...
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...Running head: Ethical Issues in HRM Strategy HRM 530: Assignment #1 Nakesha Booker Strayer University Dr. Obi Iwuanyanwu July 15, 2012 When hired as a newly HRM (Human Resource Management) consultant, you must first understand your role before you can began assisting with any issues or other areas of overlap. The primary role of a HRM consultant “is to assist the client to identify needs, develop an action plan and facilitate change to enhance the success of your organization. Our management, human resource, and training services are designed to improve productivity, efficiency, communication and employee morale” (Welcome to HR Consultants, Inc., 2009). Once you have a thorough understanding of your duties in this role you can successfully develop an action plan that will aid in the implementation of necessary changes within the organization. Some areas of overlap that you many encounter in a new client organization could include; but not limited to the following: talent acquisition, retention, employee morale, and training. Each of these roles (in my opinion) is vital in the successfulness of any organization. If you, as a HRM consultant can acquire the needed talent, effectively train them while instilling the need of excellent employee morale, you will be able to retain these employees keeping, while maintaining a high retention rate. While not all candidates selected will be successful, the important part is that HRM consultants keep...
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...Assignment 1 Assignment 1 HRM530 Date: April 22, 2012 1. Describe your approach to this new client in terms of relying upon knowledge you have gained working with other similar situations. South Korean business would be the choice of a new client. In order to effectively adhere to their needs the choice of approach would be the regiocentric staffing approach. This approach will allow us to have an understanding of HRM policies that are given across all the subsidiaries. “This approach considers the needs of the entire region and managers from the host country are often selected for managerial positions in their own country and some may be promoted to regional positions” (McGraw-Hill, 2011). This lets our client know that we are all about finding the best person for the job. This is somewhat the same of what is done in the military in South Korea. The SOFA agreement prevents the United States Government from hiring mostly Americans for the jobs. The agreement is that the Korean Nationals are to hold at least 75% of the jobs on base. That has proven to be true. Every store and restaurant on every base in South Korea is operated by Koreans. It is not easy for any American to get a simple part time job. This is why regiocentic staffing would prove to work effectively. That way jobs are filled based on their nationality in order to keep the confidence of having a new client relationship with the United States. 2. Identify the areas of overlap in the new client organization with...
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...• Week one Question One What are five challenges facing HRM? According to Jeffrey A. Mello Strategic Human Resource Management, 2e, (Cengage Learning), Technological advancement, increasing attention to ethical behavior, Demographics and Diversity, Globalization and Employee relationship are the five challenges facing HRM today. What makes these challenges important? In technology advancement businesses need to keep up the latest and trendiest machinery to stay afloat and competitive, all organizations, be they manufacturing or service, public or private, large or small, with constant advances and work process organizations are under pressure to compete. However, the financial considerations of whether to adopt a new technology must be balanced with a number of strategic issues and, more specifically, a number of specific strategic HR issues. Implementing new machinery to an organization means investing in trainings for the employees, which if the organization does not meet the funds for this, it would be as good as not having the newest machinery to stay afloat (Jeffrey A. Mello, Cengage Learning, p. 47). Increasing attention to ethical behavior is the core value of any corporation, how an executive treats its employees and what core values are being implemented in that corporation, defines the mission and vision of that business. In today in age more individuals are doing more research about that particular organizations background, because when one is being hired this...
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...programs in HRM, the concept of strategic fit and how human resource management can lead to a competitive advantage. The manner in which an organization’s personnel are managed has a tangible influence on the productivity of the employees, which ultimately acts upon the firm’s bottom line. Corporate success is dependent upon the integration of the human resource plan and the corporate strategic plan. It has become a prominent part of business management, that people provide organizations with an important source of sustainable competitive advantage and that the effective management of human capital, not physical capital, may be the ultimate determinant of organizational performance (Youndt, Snell, Dean, Jr, & Lepak, 1996). The relationship between the strategic planning of an organization’s people and the overall strategy is being increasingly recognized as one of great importance. A growing recognition of human resources as being a company’s most important asset has, and will continue to, changes the focus of strategic planning. It is no longer acceptable to exclusively plan for those assets that will appear on the balance sheet. A plan integrating human resource management and the overall strategic plan is necessary, such that the management of people is not a distinct function, but acts as a medium through which all other business strategies are implemented (Armstrong and Long, 1994: p. 42). In essence, the competitive, human resource, and structural strategies should all...
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...The ethical dimension of human resource management Human Resource Management Journal London 2000 --------------------------------------------------------------------------- Authors: Diana Winstanley Authors: Jean Woodall Volume: 10 Issue: 2 Pagination: 5-20 ISSN: 09545395 Subject Terms: Studies Human resource management Business ethics Classification Codes: 9175: Western Europe 9140: Statistical data 6100: Human resource planning 2400: Public relations Geographic Names: United Kingdom UK Abstract: The relative absence of debate about ethical issues within the area of human resource management is addressed. IT is argued that ethics is not about taking statements of morality at face value; it is a critical and challenging tool. The discussion starts with what should be familiar terrain: ethical arguments that uphold a managerialist position, such as ethical individualism, utilitarianism, and "Rawlsian" justice. Other theories are then introduced that broaden the field of ethical concern in an endeavor to be more socially inclusive: stakeholding and discourse theory. Copyright Eclipse Group Ltd. 2000 Full Text: Until very recently the field of business...
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...Chapter 01 Managing Human Resources True / False Questions 1. Managers and economists traditionally have seen human resource management as a source of value to their organizations. True False 2. The concept of "human resource management" implies that employees are interchangeable, easily replaced assets that must be managed like any other physical asset. True False 3. Human resources cannot be imitated. True False 4. No two human resource departments will have precisely the same roles and responsibilities. True False 5. Today, greater concern for innovation and quality has shifted the trend in job design to an increased use of narrowly defined jobs. True False 6. An organization makes selection decisions in order to add employees to its workforce, as well as to transfer existing employees to new positions. True False 7. In the context of performance management, when the person evaluating performance is not familiar with the details of the job, outcomes tend to be easier to evaluate than specific behaviors. True False 8. The pay and benefits that employees earn play an important role in motivating them, except when rewards such as bonuses are linked to the individual's or group's achievements. True False 9. Maintaining positive employee relations includes preparing and distributing employee handbooks that detail company policies and, in large organizations, company...
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...Contents Page No. Introduction 1 TASK 1 1-6 1.1 Human Resource Management (HRM) 1-3 1.2 Accounting 3 1.3 Marketing 4-6 1.4 Operations Management 5 TASK 2 Analyzing the Key Issues 7-9 2.1 Human Resource Management (HRM) 7 2.2 Marketing 8-9 Conclusion and recommendations 10 References 11 Introduction Understanding business is very important when a company is going to operate for the first time. Without understanding business and its core component like HRM, Marketing, accounting, and operational management it is difficult to initiate business efficiently. That is why these issues can play a big role in an organization and it is very necessary to understanding business. Eastern food is going to launch its business. So this organization should consider accounting, marketing, operational management and HRM factors so that Eastern food can overcome its challenge when it is starting its business. Task 01 1. human resource management: In the time of consideration of success in any business, human resource management (HRM) is the key player to go forward towards the goal. Only the effective and efficient employee can make every single complex task easier that is the main point to overall success in a certain period. Human resource management itself being thought responsible to operate some major function namely retreatment process, training, and other motivational work events. In the arrival of HRM it maintains the inflow and outflow of the human resource effectively. Eastern...
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...Assignment 1: Ethical Issues In HRM Strategy Trimmier McClellan Dr. Linda Force HRM 530 January 27, 2013 Identify the areas of overlap in the new client organization with others that you have had as clients. If you have limited experience with these types of problems, be sure to research common issues to complete this question. In Human resources (HR), problems can arise when dealing with a company’s productivity, hiring new employees, setting up training, and preventing discrimination. An important task of the human resource department is work with employees so they can be very productive. Productivity most often leads to higher revenue for a company. The HR department usually critically considers the amount of people that work each shift, group tasks, bonuses, and other factors that may keep the morale high. These factors are related to each other, so the challenge is to not affect one factor without largely affecting another. There can be difficulty making changes that do not negatively affect a company’s budget. The HR department is usually responsible for some forms of recruitment. They may attend job fairs send out emails, or post job postings to create interest in the company. Because of globalization, companies have to compete with each other internationally rather than just locally. Companies also have a hard time creating incentives for their employees that help balance work and family. Employees today look for a company that will minimize their personally risks...
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...jobs and their future employment. This chapter explores some of the ethical dilemmas encountered in the workplace, discussing ethical behaviour and values that relate to HR. It looks at relevant ethical tools, such as utilitarianism and relativism in order to examine current practices in the workplace and their links to corporate social responsibility. Learning outcomes By the end of this chapter, you should be able to: u u u u Critically explore and evaluate the ethical nature of human resource management; Identify and define current ethical and moral issues confronting HR managers; Compare, contrast and critically appraise a range of approaches to ethical analysis; Critically appraise the relevance and usefulness of philosophical analysis to HR practice. Introduction Human Resource Management is a business function that is concerned with managing relations between groups of people in their capacity as employees, employers and managers. Inevitably, this process may raise questions about what the respective responsibilities and rights of each party are in this relationship, and about what constitutes fair treatment. These questions are ethical in nature, and this chapter will focus on debates about the ethical basis of human resource management. EHR_C02.qxd 6/6/07 3:55 PM Page 28 28 CHAPTER 2 ETHICS AND HUMAN RESOURCE MANAGEMENT The ethical nature of HRM ‘All HR practices have an ethical foundation. HR deals with the practical consequences of human behaviour’...
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...Assignment 1 HRM530 Date: April 22, 2012 Describe your approach to this new client in terms of relying upon knowledge you have gained working with other similar situations. South Korean business would be the choice of a new client. In order to effectively adhere to their needs the choice of approach would be the regiocentric staffing approach. This approach will allow us to have an understanding of HRM policies that are given across all the subsidiaries. “This approach considers the needs of the entire region and managers from the host country are often selected for managerial positions in their own country and some may be promoted to regional positions” (McGraw-Hill, 2011). This lets our client know that we are all about finding the best person for the job. This is somewhat the same of what is done in the military in South Korea. The SOFA agreement prevents the United States Government from hiring mostly Americans for the jobs. The agreement is that the Korean Nationals are to hold at least 75% of the jobs on base. That has proven to be true. Every store and restaurant on every base in South Korea is operated by Koreans. It is not easy for any American to get a simple part time job. This is why regiocentic staffing would prove to work effectively. That way jobs are filled based on their nationality in order to keep the confidence of having a new client relationship with the United States. Identify the areas of overlap in the new client organization with others that...
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...is just one of the many that belong to Sava Senior Care. The corporation is relatively small unlike large corporations who have resources specifically aimed at retaining their employees while smaller facilities do not. Using various resources, I will examine the issue of employee retention in long-term care facilities. I found that the problem stems from different areas: lack of staff, growing competition for the same pool of workers, money, and benefits. While these issues are a problem, they can be improved. Long-term care facilities need to be innovative and creative in developing ways to keep their employees. The Human Resource System of the companies perform administrative functions like tracking existing employee data that includes employee skills, personal histories, salary, capabilities and accomplishments. Now this workload has been reduced by increased usage of specific human resource management systems. Earlier the automation processes of human resource department were relegated to mainframe computers so as to handle large amounts of data transactions. Now, human resource management systems manage payrolls, work time, training and recruitment form in company (Human Resource System, 2011). The strategy for HRM technology systems improvement in a nursing home is to use the latest state of the art facilities for improvement of the nursing care organization. First, the recruitment process should be computerized with an online application system for applicants, computerized...
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