Ethical HRM

                                                          ETHICAL HRM

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Ethics is a drastic and demanding mechanism which has no international standards, while being flexible it can summarize all the different themes and finally make decisions based on feelings and attitudes not on details after selecting the best choice among alternatives ( Winstanley and Woodall cited in Armstrong and Taylor, 2014).

Ethical HRM is mainly identified as Pluralistic. Groups have different ideas with employment relationship which also cover interests that uplift willingness to collaborate with the organization. (Greenwood, 2012)

    

                             

THEORIES ON ETHICS

           1.     Deontological Theory

           2.     Utilitarianism Theory

           3.     Stake holder Theory

           4.     Discourse Theory

     ISSUES OF ETHICS IN HRM

     
    

      

    
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     ADVANTAGES OF ETHICS 

      Legal Considerations

     Violation on Ethics in Human Resource management can direct the organization to go under litigation which will be costly. Most of the ethics are indirectly bound with laws and regulations. If we follow them, minimum chances will be there to be victims to the authorities. In brief we can safeguard our organization by adopting ethics in HRM.

    Company Reputation

     Reputation is a vital area which can never build up to the same level when it breaches. Normally there are organizations, news channels who will be watching the business. If we follow ethics, the goodwill that published within the society will be an advantage to ladder up with a large pool of talents who will dedicate themselves on behalf of the organization. Also we can attract the top talented people and hire them.

    

     Employee Loyalty

     This is very important to an organization due to, attrition will be less, employees are dedicated and hardworking, never breach company secrets to others and finally they are the ones who will go for an extra mile on behalf of the company. Therefore productivity and efficiency rates will be high when compared to others.

   Conclusion: 

Ethics are very useful to business as it gives the structure to the organization to do manage works without harming or negatively effecting anyone. This promotes employee engagement with motivation and it is attached to most of the HRM functions which is a strong bond. With this competitive environments people and organizations are in a run of chasing the goals by taking any risks. However with ethics all are inside the border in the organizational rules. It is a great tool which helps to be under laws, employee satisfaction and indirectly directs to the objectives smoothly.

    References :

Armstrong, M,Taylor,S 2014, Armstrong’s Handbook Of Human Resource Management Practice,Kogan Page Limited, United Kingdom.

Greenwood, M, 2012, Ethical Analysis of HRM, A review and research agenda.