Ethical Orientation of Human Resources Management

 

Introduction

Extremely of the arguments involving business ethics have mainly focused on communal and ecological importance of organizations in the society. In the late years ethics has progressively developed into an internal matter for companies. In the past years the authority rejected members’ influences as they registered the profits of shareholders. Human resource has grown into an extremely effective property to many industries.

Growing unethical performance of representatives in trade organizations and its negative impact on the management, economy, and the population becomes turned into an international attention over the previous two decades. Hence, increasing unprofessional conduct of employees in business corporations and its negative impact on the management, starting works virtuous to establish an ethical legislative background and its constructive impact on the organization, economy, and society have suffered producing scholarly treatment in the organization and regulatory ethics research. Building up and preserving an Ethical Organizational Culture (EOC) is an essential, important target for any corporation. Despite its influence in the present collective atmosphere, observational analyses on EOC and the improvement of Human Resource Management (HRM) in building up and preserving an EOC are defined. (P An Antonakas, N Konstantopoulos,2014).

                                                                  Figure 1. Ethics orientations. (guiding ethical…)

Ethics in the functions of HRM

Human resource department continues as the key system that should serve in imparting ethical precepts in an organization. For an organization to observe to ethical standards it rests on considerably on assistance of its employees. These comprise contacting the public possibilities on principles and attaching to ethical laws set by the government and diverse confidential groups.

However, this method must rise by dealing with operators ethically and organizing the ethical bases at the moment of enrollment and all through the period the worker will be undertaken to the business. Thus, ethics should be part of the HRM functions (Köster, 2007).

      Figure 2. Ethics in HRM. (2FEthics-in-HRM-Areas-under-)

Ethics in employee guidance

Many institutions are progressively discovering it essential to hold ethics guidance as part of employee training. They have discovered that ethics guidance can be a powerful ingredient in participating with unfair conduct within the institution. Accordingly, the company requires to establish an in-house instruction on ethics that provides for two essential phases of integrities.

Proper consciousness which handles with building member’s awareness to proper difficulties and ethical argument which informs the representatives on strategies to be applied in handling with ethical dilemmas. Ethical guidance can further be important to modern employees whereby instruction programs can be improved that produce them with intelligence on the possible sources and assigned work force who can contribute them with ethical and statutory opinion in the company (Ferrell, Fraedrich & Ferrell, 2009).

                                          Figure 3. Orientation types. (ethics%2F&psig=AOvVaw0…)

Conclusion

It is noticeable that the HRM can play a significant aspect in supporting ethical attitude in the organization in Sri Lanka. The human resource department can carry out this by introducing programs that support ethical culture in the organization. These programs can be organized in the human resource functions, which consist of enrollment, collection, guidance and orientation as effectively as rewarding. However, the management should assure that the programs presented in place not to build up the extremely attitudes they are meant to regulate.

References

Ferrell, O. C., Fraedrich, J. and Ferrell, L., (2009). Business Ethics: Ethical Decision Making and Cases. Mason, OH: Cengage Learning

P A Antonakas, N Konstantopoulos, I Seimenis

Human Resource Management in the public sector and the level of corruption: The case of Greek Tax Administration. Social and Behavioral Sciences, volume 148, p. 455 - 462

Posted: 2014

Crossref

A Ardichvili, D Jondle, B Kowske

Dimensions of ethical business cultures: comparing data from 13 countries of Europe, Asia, and the Americas

Human Resource Development International, issue 3, p. 299 - 315

Posted: 2010

Köster, M., (2007). Ethics in Human Resource Management. Norderstedt: GRIN Verlag