Harold Washington College Ethical Issues in Human Resources Paper Hi Pal, there is a file attached which is research paper that is done before ( the file’s

Harold Washington College Ethical Issues in Human Resources Paper Hi Pal, there is a file attached which is research paper that is done before ( the file’s name is ethical issues in human resources development ). the purpose of this assignment is to build on the same topic with five new articles that have been attached as well. you will find a template of how the writing goes in this assignment. you are going to make some adjustment on the chapter 1: introduction, and the chapter 2: literature review based on the old paper and the five articles. for chapter 3 : you are going to discuss 2 questions: ( what HRD interventions can be used to minimize ethical issues? , what HRD interventions are used internationally to minimize ethical issues? . the second question here is based on an article that was discussed in Tehran. ETHICAL ISSUES IN HUMAN RESOURCES DEVELOPMENT
By ()
Human Resources Development
Professor:
ETHICAL ISSUES IN HUMAN RESOURCES DEVELOPMENT
Introduction.
Ethical challenges constantly influence the operations of human resource
developers in organizations. This to say, Ethical standards of Human resource
developers are always under examination in most organizations more so by the
employees, employers, or even the prospective employees. Managing directors are
always forced to once in a while, keep in-check the organization’s efficiency to avoid
distrust and employees’ skepticism. Human resource developers are expected to create
value in their organizations. This achieved through embracing proper ethical decisionmaking standards along with exercising ethical implications of actions within the
organization. The chief purpose of this paper is to discuss various ethical issues in
human resource development intensively.
Literature review
Every organization must have a code of ethics that should be followed to by
both the employees and employers. These organizational codes of ethics are the rules
that guide the employees’ and employers’ moral principles and behaviors at the
workplace. The code of ethics sets the organization’s expectations in-line with ethical
issues such as discriminations and harassments, Race, gender and disability, health
and safety, cash and compensation plans, labor costs, Equal Opportunities,
employment issues, honoring provisions of benefits, conflict of interests, fairness in
hiring and justified terminations, fair working conditions, privacies as well as
diversity at workplace.
Ethical issues In Human Resource Development
Equal opportunities
Human resource developers or rather, managers are always directed to hire
employees for a given opportunity in a company. So, to say, they are usually expected
to monitor the hiring process of the organization to make sure there is no biasness or
rather discrimination in the process based on ethnicity, racial origins, religious
differences, or even disability. Every organization should always strive to adhere to
the Equal Employment Opportunity Commission guidelines while hiring employees.
Unfortunately, such rules are seldom followed. As a result, it’s the chief duty of the
human resource manager to ensure that equal opportunities are served to the
prospective or respective employees.
Many organizations if not kept in check by human resource professionals, may
end up hiring employees based on favoritism, nepotism, racism as well as sexual
orientation. Such dealings are unethical and very unprofessional and may negatively
influence the company. Since achieving proper ethical standards has been proven and
tested to be very beneficial to organizations, it is more prudent for human resource
practitioners to ensure equality in the allocation of opportunities to employees.
Fair working conditions
All organizations are expected to provide a helpful working environment for
their employees. Every employee should be treated fairly at work, and even the
working conditions should be reasonable. The most common factor for this is fair
payments and provision of work benefits. Most employees, when given fair financial
treatment at the workplace, along with wonderful benefits, they tend to work
effectively and more competently. This, in turn, leads to improved production rate by
the company. All human beings love praises and appreciation. Creating an
environment at the workplace where employees can associate good benefits with
working hard definitely keeps them ever competent and willing to work hard to gain
such privileges. In the end, the company’s productivity will increase, and the
employees will always be happy and satisfied.
Privacy issues
Many a time, people working in a particular organization share little about
their personal lives. Every employee has a personal life which should strictly be
respected and kept privet from any other co-worker or anybody else. Intruding into
other people’s affairs is strictly against the law unless done with their permission.
Some of the employees’ personal lives that need to be respected may include and are
not limited to their religion, sexual orientation, political stand, and medical status, all
of which should be highly respected and kept as private as possible. Spreading an
employee’s personal life is considered unprofessional and can earn the human
resource professional a job termination and probably a jail term. For example, most
Arab countries uphold religion with strictness. When a human resource professional
discloses to the public that one of the employees is gay after hiring that person in the
first place, he or she may lose his job. Also, when a human resource professional
discloses the medical condition of an employee to other employees, it’s too unethical
and can land the professional into troubles and the whole company at large.
Employees’ health and safety standards should strictly be respected as
dispelling such information to other employees may lead to stigmatization and
uneventful suicides as the affected persons may decide to cut-short their own lives.
Precisely, ethical issues in human resources relating to health and safety should be
highly respected and upheld as private as possible since such information, when
leaked to the public, has many consequences though some may argue that personal
life that could be a threat to other employees, for instance, HIV/AIDS patients should
be made public for the safety of other employees. It is still not yet convincing enough
since most employees are big adults, and they all have a life to choose, including
those to layoff with; therefore, it’s senseless to publish a person’s health status. If it’s
worse enough, then such employees should be quarantined or not hired at all.
Employment issues
Human resource professionals are usually in charge of the hiring process of an
organization. This process always entails a lot of dilemmas. For instance: A dilemma
may stem up from hiring a family member or a close friend or a referral from a friend
(Slade & Prinsloo 2013). It calls for the highest ethical standards to make a wise
decision and stick to hiring terms and conditions. In most cases, individuals tend to
favor their family members, friends, or relatives or a recommendation from a top
executive within the company.
Another dilemma may stem up after already hiring an employee. Then in the
future, the employee’s certificates are rendered fake though the employee has been
performing to the required levels and with the right hand-on experience (Sinhaa,
2020). This scenario, for instance, raises to critical conditions. First, the client was
wrong to submit the fake papers, and he or she should be immediately terminated and
if possible, charged with fraud in court. On the other hand, the employee has
demonstrated the hands-on-experience qualifications as per the organization’s
standards. In the second scenario, the employee work performance in the short stint is
impeccable and very much necessary, along with having a unique and desirable blend
of skills that the company needs. As a hiring human resource manager, the situation
may seem so tricky since they are sufficiently dilemmatic. This situation calls for
critical decisions to be made, and such may be so confusing and dilemmatic to the
human resource managers (Slade & Prinsloo 2013).
Cash and compensation plans
Human resource professionals usually experience high pressures when dealing
with ethical issues be relevant to employees’ wages, plans for annual incentives, as
well as executive privileges (Sinhaa, 2020). Technically, they always receive
pressures to raise employees’ basic salaries. This a habit that has constantly brought
up divisions in the company. The executive members of the organization will tend to
demand more incentives probably because failure to, such individuals may part ways
with the company (Juneja, 2020). As a result, Human resource managers are usually
on too much pressure to increase the top managers’ incentives than other employees
and stakeholders (Juneja, 2020). This, in turn, spurs up the division between the top
management and employees. A situation that hardly changes in the company.
Race, Gender and Disability discrimination
Race, gender and disabilities have always been a sad fact associated with many
organizations, not only in North America and Europe but globally (Juneja, 2020).
People living with a disability, for instance, have often missed getting some jobs due
to discrimination or just belittlement. Women, too, have also missed some positions
because such positions are said to be most suitable for men; hence Human resource
managers have hardly hired qualified women for such positions. Juneja (2020)
believes that these actions are just but gender discriminations. Recently, after
government interventions, companies are beginning to take up women and people
living with disabilities, depending on their qualifications for any job.
Racial discrimination has, for ages, been an issue in companies. For example,
a white-dominated company will seldom hire a black employee or vice; this fact alone
has led to companies failing to hire high-quality professionals because of their racial
origin. Even though the government ensures such racial discrimination is hardly
exercised, they do happen, and, unfortunately, the society has learned to live with
such treatments. Nevertheless, many companies have realized the impact of
embracing diversity in employability, and because of that, such companies incur
increased productivity. Such organizations have performance differences as the only
differentiating factor between employees. It is very prudent for human resource
managers to employ people not based on their Race, gender, disabilities, but in terms
of their qualifications and capacities. For effectiveness in operations within an
organization, managers should always strive to ensure they support employees’
behaviors to avoid discrimination of all kinds.
Discrimination and Harassment
Professionals of human resource management in every organization should
always ensure that their company adheres to anti-discrimination laws. Employees
being discriminated against or harassed in terms of race, gender, sexual orientation, or
religion is a major ethical issue that a human resource practitioner encounters on a
day-to-day basis (Juneja, 2020). As a result, they should create strategies on how to
deal with such unethical misconducts to enable a beneficial working condition to all
its employees. Their work has been made simple by the government imposed antidiscriminatory and harassment laws which have established procedural processes that
may be used by the company through human resource practitioner to report or
discipline employees who have displayed such unethical behaviors.
Labor costs
Human resource professionals are usually forced to keep up with the need to
maintain low labor costs to invite better wages (Johnston, 2018). Ethical misconduct
kicks in when they are put in a situation where they have to outsource for cheap labor
to abroad destinations with poor living conditions where they pay them competitive
wages to get their production going. A good example are the many call center
companies in the Philippines. Johnson (2018) argues that, in as much as there’s no
major problem with that, a major challenge comes in when consumers decide to
refuse such services or products generated from cheap labor. Sometimes human
resource practitioners outsource abroad laborers who are more than willing to work
for the lowest working rates. They do this in the country without complains about
their basic survival and to get some to send to their families back to their home
countries. Human resource practitioners usually take advantage of such laborers,
probably to earn a major profit for the company and better wages to some employees.
The habit is illegal, but it doesn’t disprove the fact that it happens in many first world
countries.
Health and safety
For employees to work best, they all need to be healthy and safe from health
hazards such as untreated water, polluted gas, hanging metals, among others. Human
resource personnel always face employees’ safety issues simply because they are
expected to prevent risky or rather dangerous situations in the workplace (Scott,
2020). They are expected to respond to hazardous conditions that would otherwise
compromise employees ‘ workability (Johnston, 2018) promptly. The department is
always expected to ensure employees’ working condition is safe from any harm which
may adversely affect employees’ health.
Additionally, it is also the responsibility of human resource practitioners to
always identify potentially dangerous employees in an organization to ensure they
don’t harm each other or cause havoc to others.
Fair hiring and justified termination at the workplace
Human resource practitioners in every organization should always embrace
fairness in hiring and terminating employees (Scott, 2020). In as much as fair hiring is
sometimes adhered to, sometimes termination of employees’ contract is unjustifiable.
This behavior is very common in private institutions (Scott, 2020). For example, a
person’s contract may be terminated simply because he or she had a personal
misunderstanding with the boss or top managers. Sometimes ladies are unjustly
terminated because they declined to have sexual contact with the manager. As a
result, the boss may look for a very petty issue to just terminate the person. Other top
managers, more so those who elevated to such positions without accredited papers,
may decide to terminate an employees’ contract, especially if they feel threatened by
the employees’ influence based on their performance and working capabilities. The
bottom line is that employees’ termination should always be justifiable.
Critique of how the literature review contributes to the field of Human Resource
Development
Human resource development is a dynamic field with lots of many changing
attributions (Scott, 2020). For one to perfectly understand the stipulated roles of a
human resource developer, he or she should understand some of the ethical issues
associated with it.
Health and safety ethical issues, for example, significantly influence Human
resource development. It helps the practitioners to be verily aware of the essentialities
of ensuring a healthy and safe environment through which the business or company
can effectively thrive with minimal losses and maximum profits.
Fair hiring and justifiable termination of employees will also significantly help
in the development of human resources (Scott, 2020). For instance, the practitioners
will perfectly understand the consequences associated with unfair hiring or
unjustifiable termination of employees’ contracts. This, in turn, will escalate a junior
human resource practitioner to better places and companies in his career.
Understanding ethical issues associated with cash and compensation plans also
greatly influence human resource development. The practitioners will have to be
prepared enough to deal with such uncertainties, and they shall find ways and
strategies to go about them to ensure a very efficient and more appropriate employee
satisfaction (Slade & Prinsloo 2013).
Privacy issues, for example, will greatly help human resource practitioners to
know the importance of respecting employees’ privacy. Moreover, they shall be
clearly aware of the consequences of violating such practices. Besides, employees’
protection shall also be strictly observed; hence cases of stigmatization,
discrimination, and harassment at workplaces will greatly be reduced.
Moreover, understanding the peril effects of gender, Race, and disability
discrimination and harassment will also positively influence human resource
development. Human resource practitioners will know the importance of aligning the
company’s employees to respect one another’s religion, gender, race, disability, as
well as sexual orientation.
Additionally, human resource practitioners get well equipped with matters
pertaining to employment issues. They learn the importance of being fair and just in
dealing with employment issues such as hiring, responsibilities, payment of wages
and incentives, etc. These skills, when fully embraced by the practitioner, escalates
one to become a highly valued human resource professional.
Reasons for topic selection and relevancy to Human Resource Development
The topic is timely and very much relevant to human resource development.
It’s under-explored, yet the issues addressed have been practiced for ages in work setups. Of all the organizational challenges or rather problems, ethical issues are the
hardest ones to deal with. Many times, issues do arise which makes ethical standards
of human resource professionals in charge to be questioned. Unfortunately, the habit
seems to derail professionals’ workability continually. Usually, the issues arise from
employment, incentives and wages, health and safety standards as well as
organizational relationships. It’s wise for these issues to be fully addressed by human
resource development practitioners.
The issues can be addressed through the formulation and implementation of
some rules and regulations to govern them (DeCenzo, Robbins & Verhulst 2016).
According to Deconzo et al. (2016), addressing these issues will greatly improve
employees’ working conditions. Improved working conditions with the right
remunerations and benefits amongst employees and all stakeholders positively
influence productivity (DeCenzo, Robbins & Verhulst 2016). Ethical issues have, for
a long-time, been a hindrance to effective operations of human resource management
operations. Addressing ethical issues of employment, health and safety standards,
organizational relationships, i.e., no-discrimination, and improved employees’
remuneration and benefits, will greatly influence human resource Development.
References
DeCenzo, D. A., Robbins, S. P., & Verhulst, S. L. (2016). Fundamentals of human
resource management. John Wiley & Sons.
Johnston, K. (2018). A-List of Ethical Issues for Human Resource Management.
Retrieved 19 February 2020, from https://yourbusiness.azcentral.com/listethical-issues-human-resource-management-24052.html
Juneja, P. (2020). Ethics and Production. Retrieved 19 February 2020, from
https://www.managementstudyguide.com/ethics-in-production.htm
Scott, S. (2020). Ethical Issues Facing HR. Retrieved 19 February 2020, from
https://smallbusiness.chron.com/ethical-issues-facing-hr-10821.html
Sinhaa, K. (2020). 7 Ethical Issues Faced by Human Resource. Retrieved 19 February
2020, from http://www.yourarticlelibrary.com/business/ethics/7-ethical-issuesfaced-by-human-resource/64101
Slade, S., & Prinsloo, P. (2013). Learning analytics: Ethical issues and
dilemmas. American Behavioral Scientist, 57(10), 1510-1529.
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