The Ethics Of Human Resource Management

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While senior level leadership and managers are responsible for the ethical climate of an organization as well as being influencers on the ethical behavior of employees (Meinert, 2014), the role of human resource management (HRM) in the cultivation of an ethical workplace cannot be underestimated. Through the development of behavioral policies, codes of conduct, and training initiatives (Unit 8 Lecture Notes, n.d.), as well as their involvement in hiring and evaluation, HRM helps to build an ethical workplace culture that influences the entire workforce (Meinert, 2014). HRM is charged with protecting an organization’s stakeholders (both internally and externally) from unethical behavior and the promotion of ethical values within the company (Meinert, 2014). HRM should be responsible for helping build ethical values on an individual level, in addition to training/demonstrating ethical actions following established behavioral codes and standards; by coupling these two, HRM can help increase ethical behavior within the workforce (Kerns, 2003). I believe that HRM, in conjunction with senior level leadership, should establish the ethical values of an organization. While many of these values will be applicable to all businesses, I think it is important that organizations set specific values for their workforce. Once these values have been established, HRM should set out to develop a comprehensive behavioral code of conduct that is disseminated to all employees. By providing a
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