Ethics in Human Resource Management Essay
Human resource management is the process wherein a company decides to maintain the productive environment of their institution by means of training the performance of their employees. The purpose of human resource management is to improve the productivity and the quality of service by the employees. This can be done through training procedures to ensure that the skills and knowledge of the employees become competitive than the previous years or months. The manager of the human resource manager is responsible for formulating training modules and seminar workshops to ensure that the validity of training and skills development becomes efficient and accurate. The ethical responsibility of human resource management is the designation of managers to ensure that their employee’s performance improves without limiting their basic human rights of the stakeholders.
The ethical responsibilities of human resource manager are to identify the most appropriate procedure applied to the implementation of skills development. The reason behind is to stimulate the functionality of the stakeholder to render their responsibilities efficiently and accurately on a regular basis. Human resource management should consider the rights and values of the involved personnel such as their dignity, demographical association, and their belief. This is because every person has the right to be treated with respect, despite from their position in the operating institution. Human resource managers should be always sensitive when considering the rights of their employees to ensure that safety is always applied that prevents any forms of harassment or discrimination within the workplace. As a manager, it is always important to ensure the dignity and values of employees because it plays an important role secure an equal working environment within the workplace.
Leadership style is one of the most associated factors of human resource management. The treatment of managers within the workplace commits with the ethical foundations and fundamentals as initiated by the managers. The degree of skill of each employee should be assessed because it seeks to analyze the strengths and weaknesses of every employee who are tasked to take part in the association of human resource management goals and objectives. There should be a procedural process applied by the manager to ensure that there is a chronological response with regard to the application of training and assessment for the employees to improve their skill. An example is the consideration of assessment, planning, implementation, intervention, and evaluation, which plays a critical role to ensure that the workplace management aims to improve the skill as well as the knowledge of every employee in the workplace.
If the manager fails to accomplish their duties and responsibilities as the manager of the human resource department, they are likely to be transferred to other departments where they function efficiently. If there are violations committed by the managers, it is more likely that they will be terminated from their respective job from the company and may need to seek new endeavors outside the company. This is the reason why managers should consider monitoring the performance of employees in their respective categorical roles in the company. Examples of these are the operations section, service department, marketing, accounting, security, information technology, production, and logistics department. There should be a segregation of responsibilities to ensure that lapses will not be a problem or a challenge in the future for the human resource management department (Radhakrishna & Satya Raju, 2015).
Radhakrishna, A., & Satya Raju, R. (2015). “A Study On The Effect Of Human Resource Development On Employment Relations.” IUP Journal Of Management Research 14.3: 28-42. Business Source Complete.