my first paper presentation at national level as an assistant professor

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NAME: Shah Aafreen Mohammed Amin
DESIGNATION: Lecturer in commerce department.
INSTITUTE: KJ Somaiya College Of Arts & Commerce
“Application of ethics in the process of human resource development”
This paper will outline the ways in which the ethical norms could be followed in the various
areas of HRD. The main aim of this paper is to describe that not only the technical aspect of
job performance should be taken into consideration for HR development but also the human
aspect, i.e. the values of humanity, merely stating the rules, ethical norms, terms and
conditions etc is not enough for establishing a strong corporate governance but bringing
these values into practice by the personnels during their training and development process
will give the better results, this will not only help in building the trained and expertise
professionals but also the value educated professionals, the practice of ethical norms in the
HR training and development process along with technical and mechanical practices will go
hand in hand in establishing a strong corporate governance and hence it will also help in
fulfilling CSR, achieving sustainability, and developing a bright corporate image, this paper
also states the condition that how a company can fulfill its CSR by a fair performance
appraisal basically in the government organisation where the confidential reports are
prepared, fair career planning and development of employees and generating the fair
employment opportunities into the society, the paper focuses more on explaining the
applications and practices rather than assumptions and theories, as the HRD is itself a
practical field so how a trained and developed personnel would nurture the corporate culture
and play a leading role in establishing strong corporate governance, establishment of strong
corporate governance will provide a clear directions of and a strong control over activities of
corporate. Any system can be initiated but the establishment comes from practice.
Keywords: HRD, corporate governance, CSR, ethical norms, and sustainability.

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SR NO CONTENT PAGE NO
1) INTRODUCTION 3-4
2) PERFORMANCE APPRAISAL IN GOVERNAMENT
ORGANISATION
4
3) ETHICS IN PERFORMANCE AT GOVERNAMENT
AORGANISATION
5-6
4) TRAINING AND DEVELOPMENT OF ETHICAL
PROFESSIONALS
6-7
5) ETHICS AND VALUES OF HUMANITY AT WORK PLACE:
TECHNICAL AND HUMAN ASPECT
7-9
6) ROLE OF TRAINED AND VALUE EDUCATED
PROFESSIONALS IN ESTABLISHING STRONG CORPORATE
GOVERNANCE
9-10
7) ROLE OF ETHICAL PROFESSIONALS IN FULFILLEMENT
OF CSR
10-11
8) ACHIEVEMENT OF LONG TERM SUSTAINABILITY
AND CONCLUSION
11-12

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 INTRODUCTION:
(This paper is purely based on author's knowledge and understanding, no reference either
review of literature is taken)
 INTEGRATED HUMAN RESOURCE DEVELOPMENT:
Integrated HRD means to achieve the HRD goals and objectives it follows the process and
these process can also be called as mechanism either subsystem of human resource
development it includes: Training, performance appraisal, feedback and performance
coaching, career planning and development, succession planning, and employee participation
in management.
 USING PERFORMANCE APPARISAL FOR DEVELOPMENT AND THE
ROLE OF TRAINING IN HRD:
Performance appraisal is one of the important mechanism of human resource development to
bring the growth and development, performance appraisal is the evaluation of performance of
employees it act as a performance report that helps to rate the performance of employees,
rating the performance will depict the strength and weakness of employees and according to
that if there is weakness proper training is provided to overcome it and it will ultimately
makes the employee to enhance its knowledge, skills and ability ( KSA) there are various
techniques of training under on the job and off the job method of training. If the strength is at
peak the employee’s further career planning and development is done, there are many ways
of conducting career planning and development including transfer, promotion, and succession
planning hence PA is an effective tool for bringing desired growth and development.
 PROFESSIONAL ETHICS:
Ethics is a system of internal controls, that means it is acceptable in nature because this arise
from personally accepted principles, it is a code of behaviour that is considered morally
correct, so professional ethics explains that certain profession have their own organisational
and personal standard of behaviour that a professional individual must carry while
performing his/her profession. In today’s professional scenario most of the business, service,
HRD Process

4. 4
and educational organizations have their own internal code of conduct that defines the ethics
of certain profession that is needed to be practiced voluntarily.
Example: The one of the universally accepted code of practice for the profession of teaching
is that a Teacher need to carry humbleness and genuineness while dealing with the students,
along with this she voluntarily guide the students towards correct path of life.
 PERFORMANCE APPRAISAL IN GOVERNMENT ORGANISATION:
When it comes towards employees of government the deal is with occupying particular
position and security of job. Performance appraisal in government organisation lacks the
professional approach that means the quality of performance appraisal is low and can’t be
trusted, it also does not provide the correct ratings and judgement of performance of the
employees, the government organisations does not follow the modern method of appraising
performance of employees they mostly prepare confidential reports on employees which is
prepared by the superiors so there is no way chance of getting evaluation from all the angles
,as in 360 and 720 degree performance appraisal it is possible to appraise the performance
from all the angles, the following points states the various drawbacks that prevails in
performance appraisal system of government organisation:
o Partiality and Biasness by superiors,
o Performance appraisal is not done on regular basis,
o Lasseiz fair attitude among employees due to job security,
o Unstructured and unprofessional approach in appraising performance,
o No proper availability of job description of employees.
A part from above if we see practically in the police department the honest and uncorrupted
officers are often transferred when they are about to reach the truth or else he is demoted
from the current position on the other hand the corrupted officers are often promoted, the
basic reason is the hand of the unethical political leaders and senior officers, the senior
officers if they are honest they are been dominated by political leaders.
So there is a need to develop a code of practice from top to bottom authorities in the
government organizations, the standard of behaviour is needed to be practice which is
ETHICS
Voluntarily
practiced

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morally acceptable and which will also lead to the development of morally clean and healthy
society.
 ETHICS IN PERFORMANCE APPRAISAL AT GOVERNMENT
ORGANISATION:
360 degree performance appraisal is one of the best technique under modern method of
performance appraisal which would give the correct judgement about the performance of a
particular employee and on the basis of this fair career planning and development could be
done accordingly, further 720 degree performance appraisal can also be undertaken to see
that whether the feedback given after 360 degree appraising is been implemented or not, i.e.
360 multiplied by 2, 720 degree performance appraisal is a dual evaluation system, this
system is not only beneficial in evaluation but also the employee gets the chance to rectify its
mistake and overcome his/her weaknesses after getting the ratings from initial 360 degree
appraisal.
× =
Hence the above technique of performance appraisal will not only gives the evaluation from
all angles but also helps the management to undertake fair decision on promotion, demotion,
transfer and further career development and growth strategies, and this will provide the equal
opportunities to every individual employees.
employee
superio
rs
client
subordi
nates
peers
360 degree 2 720 degree
360 degree performance appraisal

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Apart from the above, the performance appraisal must be done at regular intervals than only it
will lead the employees to work on their weakness, to get a true picture of performance, and
to conduct fair career development and growth opportunities.
 TRAINING AND DEVELOPMENT OF ETHICAL PROFESSIONALS:
Development follows training that means with the help of training the process of
development take place. Development is a long term process that follows different levels of
training so that the individual employee can enhance his/her (KSA) that is Knowledge, Skills
and Ability. Training comparative to development is a short term process, under training the
employees develop professional, technical and various other skills that is needed to perform
the job as per the standard required in the same way the practice of ethical norms requires
training, an individual employee need to follow a code of conduct while performing his/her
profession and this is only possible with the help of training.
There are various techniques under on the job and off the job method of training, some of the
areas are listed below where actually the knowledge of ethics can be gained, skills can be
developed to adopt the behaviour which is ethical and ability can be raised to perform it.
 Off the job training: ( mostly the business schools like MBA institutes follows this
method)
Lecture method: Theoretical knowledge about ethics can be imparted among the trainees
Vestibule training: when a large number of employees needed to be trained vestibule
training is followed, where in the actual job conditions are dublicated or stimulated and the
trainee is trained in different work life conditions which he has to face while performing the
actual job, so here the code of behaviour could be practiced.
Case studies: It is a written description of an actual work life situations and the trainee is
supposed to analyze the case, the questions are been asked at the end of case studies, the
trainee give his conclusion about which code of behaviour he will follow in that situation.
Role playing: The realistic situation is created as in the case studies and the trainee assumes
the part of specific personalities in the situation, example, what code of behaviour is needed
to be followed by a leader, a boss or an employee.

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 On the job training: ( mostly the business organisation follows this method)
Coaching and counselling: In the former the supervisor plays an active role whereas in the
later the supervisor plays a passive role, in both the cases the trainees can be trained with the
worklife ethics, the supervisors assign the task, assist for it, provide guidance, and give
instructions.
Internship training: It is basically the joint programme of training between the educational
institutions and the business organisations, it is followed in professional courses like MBA,
MBBS, ENGINEERING, etc, where the trainees could gain the theoretical knowledge of
ethics in educational institute and practical learning of code of behaviour in business
organisations.
Apprenticeship training: It combines the actual job training along with classroom
instructions, the trainees are on their job and training is provided at the workplace itself, in
this method the practical learning as well as theoretical knowledge of ethics can be provided
to the trainees.
Apart from above the proper mix of motivational forces must be done that is the employees
who follow the ethical code of behaviour must be rewarded in positive manner, whereas the
employees whose behaviour is against the ethical code of behaviour must be punished or
negative reinforcement can be use.
Thus with the help of training the Knowledge, skill and ability of the employees could be
develop in the field of professional ethics and code of behaviour.
 ETHICS AND VALUES OF HUMANITY AT WORKPLACE:
The values of humanity are the moral values or the code of behaviour that can only bring into
practice by training i.e. first by educating these values to employees so that they become
value educated professionals but this education is incomplete until and unless these values are
being practiced during training program of employees.

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The given below are some of the values of humanity that could be followed by the
organisations:
 EQUITY & JUSTICE:
The ethical reward system should be followed at workplace that means there must be
equality and justice in rewarding system, the reward must be paid according to performances,
achievements and qualifications of employees, no partiality should be undertaken by the
rewarding authorities, the employees who deserve must get the reward accordingly, the
equity can be followed in following areas: a) remuneration, b) promotion, c) motivation
factors ( monetary and non–monetary incentives), and d) equal career development
opportunities.
 RESPECT:
There must be professionalism followed by the HR in the organisations, that is the attitude of
giving and taking respect, respectful behaviour must be followed and that honours the dignity
and develop trust among the employees, whether the employee is working at junior level or
EQUITY
SYNERGY
EMPLOYEE
RETENTION
EMPLOYER-
EMPLOYEE CODE
OF CONDUCT
RESPECT

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senior level he/she must give and take respect, there must not only be respectful behaviour
among the HR but also the proper code of behaviour in all areas of performing their
profession it includes use of language that is acceptable at workplace, professional attire, etc
 SYNERGY:
The term synergy basically means working in a team spirit, there must be collaboration
among the various employees while performing the job, the team spirit in workplace helps to
bring belongingness among the employees. The application of ethics in various areas of job is
possible only when there is team spirit and collaboration among the employees they work as
a team to follow the code of behaviour in the organisation.
 EMPLOYER-EMPLOYEE CODE OF CONDUCT:
Ethical principles are applied to all the aspect of employer-employee relationship, the
employer follows the code of conduct to think about the welfare of employees, formulate and
implement various employee welfare programs and policies, whereas the employee follows
the code of conduct to perform the duty honestly and carry out his day to day activity in the
welfare of the organisation where he works.
 EMPLOYEE RETENTION:
The code of behaviour is followed by the employer of retaining the honest and deserving
employees this is possible by providing job securities to them.
 TECHNICAL ASPECT AND HUMAN ASPECT:
TECHNICAL ASPECT: It is basically the expertise knowledge needed to perform the job
professionally. The technical aspect is actually related to the field knowledge which is gain
by educational training and by taking experience in that particular field, example: when we
use the term engineers there are various specialised field that have an engineers and these
engineers are technically expert in that area, i.e. mechanical engineer, automobile engineer,
civil engineer etc.
HUMAN ASPECT: While getting the work done by the employees they must be treated as
human being not as machines and this is possible only when values of humanity is followed
and given it is prime importance in the organisation. The feelings, emotions and sentiments of

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employees must be understand, there might be a time when the performance of employees is
not perfect and that’s ok they must be politely treated to overcome it.
 THE ROLE OF TRAINED AND VALUE EDUCATED PROFESSIONALS IN
ESTABLISHING STRONG CORPORATE GOVERNANCE:
Corporate governance is the rules, regulations, system and principles of conducting fair
business of the corporate, it is the mechanism that governs the activities and behaviour of the
corporate, it provides the framework under which the corporate conduct it business activities
in the benefit of various stakeholders ,every organisation have its own philosophy of
corporate governance.
Establishment of strong corporate governance reflects the strength of corporate for serving to
various stakeholders and it provides the clear directions to and strong controls over the
various business activities, establishment of corporate governance ensures commitment to
values and ethical conduct of business, the trained and value educated professionals play a
very active role in it, the ethics and value education in the HRD process helps to develop the
following qualities among the professionals they are:
Responsible, Accountable, Disciplined and Fair in their dealings.
The trained and value educated professionals are considered as an asset of the business
organisation, so if this asset is well managed the outcome will be greater than expectations,
the ethical CEO, president, vice-president, board of directors, managers, senior and junior
level employees are the investment of the organisation and the interest is seen by the good
corporate governance and the good business, this lead to the development of good corporate
culture within and good corporate image within and outside the organisation.
There is the commitment to values and ethical conduct of business internally and its results
are been seen externally in the terms of fair business dealings and no discrimination between
any group of stakeholders, fulfilment of responsibility towards various stakeholders, order
and discipline will help in underlying principles of good corporate governance.
Ethical and
value educated
professionals.
Establishment of
strong corporate
governance
Development of good
corporate culture and
image

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 FULFILLMENT OF CORPORATE SOCIAL RESPONSIBILITY:
When the organisation follows the ethics and apply the code of practice in various process of
human resource development the organisation is able to fulfil its responsibility towards its
employees and society, that by the fair performance appraisal , fair career development and
growth opportunities is generated for the employees and fair recruitment and selection
strategies will lead to the generation of equal opportunities for employment in the society
irrespective of caste, creed, religion, etc. so that there is all round development of society.
When the ethics is applied in the process of HRD the above mentioned CSR could be
achieved, the corporate fulfil its responsibility towards employees by giving each and every
employee a fair chance for career development and growth, increase in pay scale, bonus, and
other non- monetary benefits. The corporate can fulfil its responsibility towards the society
by generating the fair employment opportunities that can done by fulfilling the vacancy
through fair evaluation, judgment and selection of the candidates fairly on the basis of their
qualifications, experiences and attitude and not on the reference basis or depending on his
religion, caste, colour etc.
 SUSTAINABILTY:
Due to the establishment of strong corporate governance there will be a long term flow of
directions and control in the business organisation, fulfilment of CSR will help in developing
CSR towards
employees
Fair
performance
appraisal
Employee
welfare
CSR towards
society
Fair
recruitment
and selection
Society
welfare

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good corporate image and reputation among the various stakeholders and hence from the
above there would be long term sustainability of the organisation.
 CONCLUSION:
The application of ethics in the process of HRD plays a leading and crucial role in
development of value educated and trained professionals, the ethical and value educated
professionals can develop through the process of training both on the job and off the training
method could be followed, due to this there is the internal commitment of values and ethics
and the results is establishment of strong corporate governance which leads to development
of fair and good conduct of business, the application of ethics in the process of HRD help in
the fulfilment of CSR towards employees and society and this lead to the development of
good corporate image and long term sustainability of the organisation.