...| | |Ethical Issues in HRM Strategy | | | |Raynor | | | |Dr. Morgan | | | |HRM 530 – Strategic Human Resource Management | | | |October 28, 2012 | | ...
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...Ethical Issues in HRM Strategy By: Cynthia Chamberlain Strayer University Professor David Frost Week of Jan. 21, 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. As an HR function, the areas such as industrial relations, employee relations and employment legislation are intertwined. Whenever an organization engages the services of an outside consultant, they are expecting that consultant to draw on the knowledge and experience gained from working with other companies. Although the new client is experiencing the same problems and situations as former clients, you must handle the new client in a unique manner, tailoring answers to its individual needs. Consultants are often used in the areas of training and development, compensation administration, benefits, staffing, and labor law, and there could be overlaps. If the organization has undergone a merger, rightsizing, or downsizing, employee morale and enthusiasm may be affected. In an article written for the Society for Human Resource Management (SHRM), Sarah Hathorn notes, “People are worried about their jobs and there may be a lot of redundancy and overlapping of responsibilities.” HR consultants can provide stability by exerting leadership when needed and continuously searching for solutions to problems. (Grensing-Pophal, L., 2011) ...
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...ETHICS IN HUMAN RESOURCE MANAGEMENT QUESTION Identify any ethical issues most likely to take place in the function of HRM in an organization Introduction The term ‘organizational justice’ refers to the extent to which employees perceive workplace procedures, interactions and outcomes to be fair in nature. These perceptions can influence attitudes and behavior for good or ill, in turn having a positive or negative impact on employee performance and the organization’s success. The concept of organizational justice extends traditional models of work behaviour that tend to conceptualize job demands, job control and social support as the main factors determining individual well-being and productivity. ‘Fairness’ is a largely subjective construct, which captures more basic elements of the social structure in which these other characteristics operate. Often the notion of organizational justice will only become relevant and tangible when a violation of said justice occurs. Examples of perceived injustices within an organization might include: • unequal pay for men and women doing the same job • performance reviews being conducted by someone with whom the employee has had little previous contact • the use of personality inventories to select new staff • arbitrary dismissals. Work psychologists have highlighted three distinct, though overlapping, types of organizational justice: distributive, procedural, and interactional. Each will be briefly described...
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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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...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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...(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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...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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...utilitarianism as: “…ethical doctrine of greatest good. The ethical doctrine that the greatest happiness of the greatest number should be the criterion of the virtue of action The complexities of business and our human/social society makes corporate ethics a very interesting study. To a practicing manager in the working world today, this becomes critically important, especially if they don’t get it! And many obviously have not and still do not. The questions are really simple to ask - yet hard to answer: What does good business today really mean? What does ethics have to do, if anything, with good business? What impact can the human resource function have on either? Within business, what is my responsibility as a human resource professional? Corporate social responsibility (CSR) is known as one of the areas that has drawn many attentions in the business environment over the last twenty years. Carroll (1991) argued that corporation should be addressed not only from economic and legal perspectives but also from ethical and philanthropic perspectives; the idea of CSR’s pyramid is then derived. Furthermore, the efficiency theory and the social responsibility theory have influenced the debate on corporate ethical and social responsibility. The efficiency theory represented by Milton Friedman (1970) portrayed the idea that business’s social responsibility is to use its resources to increase profits as long as it stays within the law and in an ethical manner which has the...
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...talk about the changing role human resource management may take when dealing with e-business and how it is done, and how it may affect the ethical standards of the organizations. About Human Resource Management Firstly, in order to explain the different roles of human resource management or (HRM) the author has to define what human resource means. Now according to "HR Certification Institute" (2010-2012), “Human Resources refers to the individuals and support systems within an organization responsible for personnel hiring and firing, applicant tracking, skills development, training, benefits administration, and compliance with government regulations. Management is all about managing people. All together human resource management means managing the availability of limited and scarce skilled people in the organization” (What is Human Resource Management). In order for the human resource manager to succeed within an organization, HRM has to understand the environment the work is done. The role of HRM is to; (1.) Be the enforcer, which means to make sure that everything is in compliance with state and federal and local laws. (2.) Be a compliance officer, by mitigating employee’s complaints. These can be anywhere from harassments to discrimination to wrongful discharge. (3.) Strategic partner is a new role that has come about within the HRM....
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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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...1: THE DYNAMIC ENVIRONMENT OF HRM LEARNING OUTCOMES After reading this chapter, students should be able to: • Discuss how cultural environments affect human resource management (HRM) practices. • Describe how technology is changing HRM • Identify significant changes that have occurred in workforce composition • Describe the HRM implications of a labor shortage • Describe how changing skill requirements affect HRM • Explain why organizational members focus on quality and continuous improvements • Describe work process engineering and its implications for HRM • Identify who makes up the contingent workforce and the HRM implications • Define employee involvement and list its critical components • Explain the importance of ethics in an organization. CHAPTER OVERVIEW The chapter’s opening vignette illustrates how Four Seasons Resorts and Hotels uses the Golden Rule to treat the employees as you expect them to treat the customer. While customers like to be pampered, so do the employees as evidenced by the Four Seasons being listed in Fortune magazine as one of the “Best Companies to Work For” every year since the list started in 1998. Overviews of today’s dynamic business world, highlighting cultural environments, globalization, technology, and social history evolution, set the stage for discussions about the implications to the HR field. These topics include: multicultural issues, global workforces, HRM technology, workforce diversity...
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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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...resource management is |a. |supervising, monitoring, controlling, and disciplining employees in order to achieve organizational goals. | |b. |the designing of organizational systems to ensure that human talent is used effectively to accomplish organizational | | |goals. | |c. |the use and coordination of human capital to ensure the profitability and survival of the organization. | |d. |the design of the organization and its systems in order to achieve the goals of the organization. | ANS: B PTS: 1 DIF: Easy REF: p. 4 OBJ: 1 NAT: AACSB Reflective Thinking LOC: HRM TOP: Definitional 2. HR metrics must be linked to |a. |statistical analyses. | |b. |industry outcomes. | |c. |business performance. | |d. |employee satisfaction. | ANS: C PTS: 1 DIF: Easy REF: p. 4 OBJ: 1 NAT: AACSB Reflective Thinking LOC: Creation of Value TOP: Conceptual 3. All of the following are types of organizational assets...
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...Human resource managers are responsible for recruitment, selection, orientation, performance evaluation, training and development, IR and health, and safety issues (Boxall and Purcell 2003). As should be patently clear from this list, HRM is a sphere of activity where many of the central ethical issues pertaining to employers and employees arise. What kinds of issues are relevant for HR managers in determining the ethics of work undertaken in the market context? The first question that one might legitimately ask here is whether it is even possible to talk of ethics in a context where market relations are...
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