NUMEROUS ETHICAL AND UNETHICAL PRACTICES DONE BY HR
30 January,2020
UNETHICAL BEHAVIOR:-
Unethical behavior is the behavior that is contrary to our own moral principles as well as the principles admired in the community we live in.
HUMAN RESOURCE MANAGEMENT
Human resource management is the process of employing the people , training them , compensating , developing policies relating to them and developing strategies to retain them . It is designed to maximize employee performance in service of an employer's strategic objectives . HR is primarily concerned with the management of the people within the organization, focusing on policies . HR departments are responsible for overseeing employee benefit design , employee recruitment, training and development, performance appraisal, rewarding (ex. managing pay and benefit systems). HR also concerns itself with organizational change and industrial relations. i.e the balancing of organisational practices with requirements arising from collective bargaining and from governmental laws.
HR Practices that can contribute to ethical behavior :-
The scope of an organization's human resources department reaches far beyond hiring and firing employees .The HR personal often are held to a high standard of ethics because of the influence that HR has on the productivity and livelihood to staff and on the way that employees conduct themselves in the workplace.
1. FAIR TREATMENT
HR staff strive for consistent applications of workplace policies throughout the organization,regardless of employee status or rank . Holding all employees accountable is what employees expect from their company. HR should see the each and every employee equally and treat every of them all by fair means.
2. PAY EQUITY
Fair and competitive compensation and benefits are HR practices and benefits are HR practices that foster equal work , one of the key principles of pay equity assessment includes analyzing the company's wage and salary scales , measuring how the company ranks against competing businesses and industry leaders , reviewing internal equity among workers performing similar jobs and duties . Pay equity might also extend to compensation plans that chief executives are afforded.
3.MUTUAL RESPECT
HR department employee relations specialists typically investigate workplace issues and resolve employee complaints before they escalate to formal matters or litigations. In doing so ,they set the framework for conflict resolution whether between employees or supervisors . mediating differences is an HR practice that encourage mutual respect and communication , both are ethical behaviors used to develop collegial work relationships.
The objective of valuing diversity is to provide equal employment
opportunities to a diverse population , in compliance with prevailing laws, regardless of age,color,race,national origin,religion or generational preferences.HR practices that contribute to the ethical behavior include providing training and development,mentoring,coaching, and counseling for a diverse workforce.
VARIOUS UNETHICAL PRACTICES DONE BY HR
Unethical behavior and actions can happen in different ways as follows:
1.Misusing Company Time:This includes knowing that one of your co-workers is conducting personal business on the company time.By personal business means making unnecessary calls during office hours and calling your friends or family.
2.Abusive behavior: too many workplaces are filled with managers and supervisors who use their positions and power to mistreat or disrespect the others.Unfortunately, unless the situation you're in involves race,gender or ethnic origin, there is no legal protection against abusive behavior in the workplace.
3.Lying to employees:The fastest way to lose trust of your employees is to lie to them, yet employers do it all the time.One out of every five employees report to their managers or supervisor has lied to them.
WHAT SHOULD BE DONE ?
HR Should ensure that the management deals with everything concerning the people resource of the organisation,people development and managing the relationships between management and employees.
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