HR Functions and Organizational Ethics
Dr. Donovan Lawrence
September 5, 2010
Human Resources professionals are responsible for several roles in the workplace, including implementing and managing policies, recruiting and retention, and training and development. The HR department is responsible for making sure that organizations conduct business ethically and that shareholders are treated ethically. The HR department must be able to monitor compliance with federal and state laws and regulations as well as monitor the conduct of the organization. Implementing and managing policies is just one piece of the HR and ethics relationship, the HR professional must also conduct themselves in an ethical manner. This paper will examine the role that human resources plays in organizational ethics, and how important HR functions are to organizational ethics.
In business ethics can define as the ability and willingness to reflect on values of an organizations decision-making process, and determine how the values of the organization and the decisions of the organization affect stakeholders. Human Resources Management primary responsibility is to develop practices that will enhance an organization’s competitive advantage over other organizations in the same market. Human Resources also have a responsibility to ensure that their organization conducts business ethically and that shareholders are treated ethically. Business decisions, and policies that are implemented have ethical consequences and HR should have input in all business transactions. Human Resources professionals have many roles concerning ethics in the workplace, monitoring: observing actions of the organizations members, investigation: investigating complaints concerning ethical issues, and spokesperson: ethics advocate, leading by example.
“Ethics is integrally related to the contributions of HR because wherever two people exist in a relationship, ethical issues are present” (Losey, Meisinger, &Ulrich, 2005, p. 443). Ethics has everything to do with what with what is right, what should be done, and how decisions will affect everyone. Not every individual that we encounter will be full of moral values, it is up to HR to set positive examples and be ethical leaders in the workforce. Human Resources Managers should be a role model of ethical conduct and values, holding themselves and others accountable.
Code of Conduct Development
Working at a Nonprofit Organization like Asian Rehabilitation, where we work with adults with disabilities we want to develop and implement a code of conduct that will make us attractive to our clients, supporters, stakeholders, board members, and employees. “Non-profits create a Code of Conduct for these reasons and to ensure that employees and clients understand and trust their mission of service” (Dubois, 2001). The Code of Conduct at my organization not only places emphasis on the policies and procedures but also mirrors the mission of the organization. Policies for any organization and the code of conduct should be a partner of what the organization believes and would like to communicate. Code of Conduct for an organization has to be fully aligned with the organization’s value and strategic plan.
Establish and Enforcing Ethics
Human Resource professional assume to role of responsibility for establishing policies and procedures for recruiting and retentions, and employee training and development. Establishing procedures that are fair and ethical for recruiting and training purposes is important for organizations. Within the organization that I work for, recruiting is a process that is ongoing. Developing a recruiting strategy that is fair was essential to recruiting. Constructing and developing a structured interview guide, interview questions, and employment test that are properly implemented is the responsibility of the HR department. I have a responsibility to our clients,...
References: Dubois, W. (2001, December). HR departments should play a more prominent role in ethics management. Retrieved from http://www.smeal.psu.edu/news/latest-news/dec01/hrdepts.html
Losey, M, Meisinger, S, & Ulrich, D. (2005). The Future of Human Resources Management. Hoboken, New Jersey: John Wiley & Sons, Inc.
Please join StudyMode to read the full document