The document discusses the concepts of management, human resource management (HRM), business, ethics, and HRM ethics. It defines these terms and explains how HRM involves both managerial functions like planning and operative functions like recruitment. The document also discusses different perspectives on HRM like hard vs soft HRM and stakeholder theory. It notes there can be conflicts between organizational goals and employee rights and interests in HRM. Areas of HRM ethics discussed include human rights, justice, equity, and privacy.

1. HRM Ethics

15. Is HRM as a function full of conflicts? Yes Reducing the individual’s discretion Teamwork/synergy Undermine the trade union and collective bargaining Recognizing individual contribution No job/employment security Employability Manipulation/Exploitation Training & Development Making people take risk/responsibility Empowerment Part-timers to replace full-timers New working patterns Redundancy Downsizing/Rightsizing Reducing the no. of middle mgrs De-layering Mgt can do what it wants Flexibility Reality of HRM Rhetoric of HRM

16. Employees’ rights and duties To job satisfaction For healthy and safe working conditions For participation Cooperation with boss/subordinates To due process Maintain secrecy/confidentiality For freedom of speech Just contribution to the organization For privacy Respect the rights of the employer To free association and strike Respect for current legal and moral norms For just compensation Loyalty to the firm To work Duties Rights

17. Employers’ rights and duties Improving QWL Acceptance of labour court jurisprudence in conflicts Peaceful ways of settlement Acceptance of criticism from workers No disruption in work Work oriented code of conduct Requirement of correct behaviour at the workplace Fair compensation Loyal cooperation from employees No discrimination in rules for recruitment and conditions for firing Demand minimal productivity from employees Duties Rights