Your SlideShare is downloading. ×
0
Ethics And  Functional Areas  H R M
Ethics And  Functional Areas  H R M
Ethics And  Functional Areas  H R M
Ethics And  Functional Areas  H R M
Ethics And  Functional Areas  H R M
Ethics And  Functional Areas  H R M
Upcoming SlideShare
Loading in...5
×

Thanks for flagging this SlideShare!

Oops! An error has occurred.

×
Saving this for later? Get the SlideShare app to save on your phone or tablet. Read anywhere, anytime – even offline.
Text the download link to your phone
Standard text messaging rates apply

Ethics And Functional Areas H R M

3,077

Published on

Published in: Technology, Business
0 Comments
1 Like
Statistics
Notes
  • Be the first to comment

No Downloads
Views
Total Views
3,077
On Slideshare
0
From Embeds
0
Number of Embeds
0
Actions
Shares
0
Downloads
46
Comments
0
Likes
1
Embeds 0
No embeds

Report content
Flagged as inappropriate Flag as inappropriate
Flag as inappropriate

Select your reason for flagging this presentation as inappropriate.

Cancel
No notes for slide

Transcript

  • 1. Ethics in Functional Areas HRM
  • 2. HRM - Recruitment <ul><li>Recruitment of kith and kin without assessing </li></ul><ul><li>their abilities </li></ul><ul><li>Recruitment based on financial favours </li></ul><ul><li>Recruitment of relatives of other employees </li></ul><ul><li>Recruitment of under-qualified persons </li></ul><ul><li>Recruitment of over-qualified persons </li></ul><ul><li>Gender based recruitments </li></ul><ul><li>Employing child behavior </li></ul><ul><li>Giving less than minimum wages as fixed by government. </li></ul>
  • 3. Training <ul><li>Arranging training for only pet employees </li></ul><ul><li>Getting outsiders to train at high costs when insiders are available </li></ul><ul><li>Planning training programmes without assessing their real need </li></ul><ul><li>Organizing training programmes during peak seasons, upsetting the business rhythm. </li></ul><ul><li>Getting high profile trainers with expectations of a reciprocal favour. </li></ul><ul><li>Training programmes without proper preparation just to show achievements in the annual report. </li></ul><ul><li>Extending the duration of training programmes </li></ul><ul><li>Supplying outmoded training materials </li></ul><ul><li>Getting useless trainers as an obligation </li></ul>
  • 4. Administration <ul><li>Tampering with leave records of employees </li></ul><ul><li>Playing with employee records – adverse remarks in a few cases </li></ul><ul><li>Allow selective absenteeism on personal considerations </li></ul><ul><li>Giving promotion letters to favourites earlier than others (making him more senior) </li></ul><ul><li>Favourite supplier for office purchases </li></ul><ul><li>Favourite security agency </li></ul><ul><li>Favourite uniform suppliers </li></ul><ul><li>Unclean premises. </li></ul>
  • 5. IR <ul><li>IR Managers not averse to siding wherever there were monetary benefits. </li></ul><ul><li>Bargaining with the management till they want to be seen as true in the eyes of workers </li></ul><ul><li>IR Managers felt they were a superior lot with great powers and used this to recruit their known ones </li></ul><ul><li>Try to delay the solution as far as possible as their work depended on IR disputes </li></ul><ul><li>Incite workers to go on strike. </li></ul><ul><li>Inducing Management/Workers to indulge in unhealthy practices. </li></ul><ul><li>Pressurise workers and state their genuine demands as not genuine </li></ul><ul><li>Divide and Rule </li></ul><ul><li>Frame stringent and complicated rules to keep the conflicts going. </li></ul>
  • 6. Thank You

×