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Ethics In Hrm
Ethics In Hrm
Ethics In Hrm
Ethics In Hrm
Ethics In Hrm
Ethics In Hrm
Ethics In Hrm
Ethics In Hrm
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Ethics In Hrm

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  • 1. Ethics in HRM
  • 2. A large area of human relations management is concerned with various ethical issues, both on the part of upper–level management in its business decisions and lower–level management in the treatment of individual employees. In making decisions the human resource manager should consider alternative solutions to the needs of the business as well as the effects the decisions will have on the lives of the employees. Frequently a human resource manager will be given instructions from higher level management to take action which will be oppressive to the employees and the manager must either present arguments to higher management for alternate solutions which will have less impact on the employee morale or determine the best method for implementing the instructions which have been given.
  • 3. Ethical Behavior at Work What Shapes Ethical Behavior at Work?  Individual factors  Organizational factors  The boss’s influence  Ethics policies and codes  The organization’s culture Unethical business environments can:  De-motivate individuals  Make good employees leave the company  Attract unethical employees  Lead to the lack of trust by the employees for the company
  • 4. HR Ethics Activities (cont’d)  Staffing and selection  Fostering the perception of fairness in the processes of recruitment and hiring of people.  Formal procedures  Interpersonal treatment  Providing explanation  Training  How to recognize ethical dilemmas.  How to use ethical frameworks (such as codes of conduct) to resolve problems.  How to use HR functions (such as interviews and disciplinary practices) in ethical ways.
  • 5. HR Ethics Activities (cont’d)  Performance appraisal  Appraisals that make it clear the company adheres to high ethical standards by measuring and rewarding employees who follow those standards.  Reward and disciplinary systems  The organization swiftly and harshly punishes unethical conduct.  Workplace aggression and violence  Taking care that HR actions do not foster perceptions of inequities that translate into dysfunctional behaviors by employees.
  • 6. Qualities of a Personnel Manager  Training and Learning Opportunities  Employee Welfare  Accountability along with power of decision making.  Nurturing innovation and allowing participation
  • 7. FOR MORE USEFUL EDUCATIONAL PRESENTATIONS AND TECHNOLOGICAL DOCUMENTATIONS LIKE THESE VISIT WWW.THECODEXPERT.COM

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