The document discusses the importance of ethics in Human Resource Management (HRM), highlighting issues such as discrimination, privacy, and safety in the workplace. It emphasizes the moral obligations of employers to ensure equality and create a supportive work environment, which can lead to improved employee motivation and productivity. Additionally, it presents case studies that illustrate violations of ethical practices in HRM and concludes that HRM should adhere to high principles of integrity to foster employee welfare.

1. IEBE
MOD-3
E T H I C S I N H R M
Submitted By: Sinju N S

2.  HRM is engaged in the process of identification and the development of suitable
manpower resources within the parameters of the socio-legal framework of the
organization
 Ethics in HRM basically deals with the affirmative moral obligations of the employer
towards employees to maintain equality and equity justice.
 The ethical business contributes to the business goals as the employees will feel
motivated and they will work with efficiency and effectiveness.
Ethics in Human Resource Management

3. 1. Discrimination Issues
2. Suppression of Democratization in
workplace
3. Privacy Issues
4. Safety at workplace
5. Health Issues
6. Performance Appraisals
Areas of HRM Ethics

4. Discrimination Issues
 Based on gender, age, race, religion,
disabilities, weight and attractiveness
 It reflects on recruitments & promotions
 Weeding out youthful candidates though
they’ve requisite qualification by
seeking only experience candidates
 Less likely to recruit lady candidates
(resignation after marriage, maternity
leave)
 Preference for candidates belonging to
a particular caste or community.
 Discrimination in employment,
remuneration & growth prospects

5. Suppression of democratization in workplace
 Suppress democratic rights &
representation of employees in bodies
that promote such interests.
 Defeat the collective bargaining and
other rights by bribing union leaders,
strike breaking etc.

6. Privacy Issues
 Fetching personal information
of employee
 Workplace surveillance
 Tapping of phones
 Accessing computer files
without consent
 In US, invasion of employee
privacy is a criminal offence
Vulnerable Area:
1. Recruitment & selection
2. Performance tracking
3. Privacy issues of
computerized employee
records.
4. Electronic surveillance

7. Safety & Health
 To ensure productivity, safe and healthy
working environment should be ensured
 Hazardous industrial environment
 High speed & noisy machinery
 High temperature
 Increasing reliance on chemicals
 Construction
 Underwater tunneling, drilling &
mining
 Underground works
 Stress arising due to productivity
pressure, targets, job demands
 Eg: In a tragedy took place at Bhopal
in which many people died or got
disabled due to inhaling poisonous
gas, UCC and the Indian Govt. have
shown little sympathy to the miseries
of the employee victims

8. Performance Appraisals
 The evaluator should have an ethical bent of mind to evaluate their
employees
 Overall objective of performance review:
 To offer the top management an honest & ethical assessment of employees
 To help employees improve their efficiency and effectiveness to the
organization
 In many cases, performance review is done based on extraneous factors like:
Personal relationship, Opinion of colleagues, Caste/community/religion

9. Case Study
 The Phaneesh Murthy Sexual Harassment case
Verbal sexual harassment, unwanted sexual advancements and unlawful termination
of employment against Phaneesh Murthy, Infosys
 HMSI-Better wages cannot suppress workers demand for their rights
Honda Motorcycles and Scooters India (HMSI) tried to suppress the formation of
employee union in the company

10.  HRM should be guided by highest principles
of integrity & devotion to the welfare of
employees.
 It has to be an instrument to create economic
growth by upholding the dignity of moral
values and principles
Conclusion

11. THANK YOU