3. The business is bound to be ethical because of
following two reasons:
because every juncture of action has trajectories of
ethical as well as unethical paths, wherein the
existence of the business is justified by ethical
alternatives it responsibly chooses
because whatever the business does affects its
stakeholders
4. Cash and Incentive Plans:
Basic salaries, Annual Incentives plans, long term incentive
plans etc.
Performance Appraisal:
Ethics should be the cornerstone of performance evaluation.
And the overall objective of high ethical performance reviews
should be to provide an honest assessment of the performance.
5. Race, Gender, Age and Disability:
Employment Issues:
issues related to staffing
to ensure that the organization
remains compliant with anti-
discrimination and harassment laws
6. Privacy Issues:
Privacy issues means to protect a person’s private
life from intrusive and unwarranted actions. Human
resources representatives have access to extremely
sensitive information. Keeping this information
private is an ethical matter facing HR.
7. Health and Safety:
Human resources must promptly act on hazardous
conditions that present safety concerns in the
workplace. The HR department is also responsible
for identifying potentially dangers for employees
and ensuring they do not harm them.
8. Restructuring and Layoffs:
Restructuring and layoffs have become
relevant because of poor management. There
are ethical implications in the process due to
which termination decisions are made and
actions are taken.
9. ethical dilemmas are faced by an HR Manager
like-
Face to face ethics: These arise because there is
human element in most of the business
transactions. As business is composed of
human transactions, it should not be surprising
that face to face ethical dilemmas arise often. It
is likely that the quality assurance man
overlooks minor defects and approves a lot
delivery by a supplier because of the personal
relationship that they two enjoy.
10. Competencies required for HR managers:
o Flexibility
o Team work
o Communication
o Decisiveness
o Leadership
o Strategic planning
o Network building etc.
11. Recruitment and Selection:
An HR Manager should understand cultural
differences in the recruitment process, the selection
of candidates and what motivates employees in
various cultures is crucial to the success of global
organizations. He has to take decisions strictly
according to the policies of the organization.
12. Compensation Management:
In compensation management, a manager should
keep in mind that there should be proper
remuneration for each and every employee on the
basis of his or her skills. There should be no
discrimination on the basis of race, gender or region
etc. So it is the duty of HR manager to ensure that
there should be equality among the employees.
13. Performance Management:
An HR manager should ensure that the performance
system should be fair and should be communicated to the
employees.
No Discrimination
Decisions regarding restructuring
Code of ethics
