City Colleges of Chicago Ethical Issues in Human Resources Development HW Hi Pal,The file attached is a seminar paper already written, just need to write c

City Colleges of Chicago Ethical Issues in Human Resources Development HW Hi Pal,The file attached is a seminar paper already written, just need to write conclusion which is chapter number 4.So all what you need to do is write the conclusion after you read the whole paper. ETHICAL ISSUES IN HUMAN RESOURCES DEVELOPMENT
By ()
Human Resources Development
Professor:
ETHICAL ISSUES IN HUMAN RESOURCES DEVELOPMENT
Introduction.
Ethical challenges constantly affect the operations of human resource
developers in organizations. For this reason, ethical standards of human resource
developers are always under examination in most organizations more so by the
employees, employers, or even the prospective employees. Managing directors are
always forced to once in a while, keep in-check the organization’s efficiency to avoid
distrust and employees’ skepticism. Human resource developers are expected to create
value in their organizations. Developers achieve this function by embracing proper
ethical decision-making standards along with exercising ethical implications of
actions within the organization.
Background of the topic
Every organization must have a code of ethics that should be followed by both the
employees and employers. These organizational codes of ethics are the rules that
guide the employees’ and employers’ moral principles and behaviors at the workplace.
A code of ethics sets the organization’s expectations in-line with ethical issues such as
discriminations and harassments, race, gender and disability, health and safety, cash
and compensation plans, labor costs, equal Opportunities, employment issues,
honoring provisions of benefits, conflict of interests, fairness in hiring and justified
terminations, fair working conditions, privacies as well as diversity at workplace.
Every organization should always strive to adhere to the Equal Employment
Opportunity Commission guidelines while hiring employees. Unfortunately, such
rules are seldom followed. As a result, it’s the chief duty of the human resource
manager to ensure that equal opportunities are served to the prospective or respective
employees. On another matter, all organizations are expected to provide a helpful
working environment for their employees. Every employee should be treated fairly at
work, and even the working conditions should be reasonable. The most common
factor for this is fair payments and provision of work benefits. Most employees, when
given fair financial treatment at the workplace, along with wonderful benefits, they
tend to work effectively and more competently.
Regarding privacy, people working in a particular organization share little
about their personal lives. Every employee has a personal life which should strictly be
respected and kept private from any other co-worker or anybody else. Intruding into
other people’s affairs is strictly against the law unless done with their permission.
Some of the employees’ personal lives that need to be respected may include and are
not limited to their religion, sexual orientation, political stand, and medical status, all
of which should be highly respected and kept as private as possible. Employment
issues are another factor. Human resource professionals are usually in charge of the
hiring process of an organization. The process always entails a lot of dilemmas. For
instance: A dilemma may stem up from hiring a family member or a close friend or a
referral from a friend (Slade & Prinsloo 2013). It calls for the highest ethical
standards to make a wise decision and stick to hiring terms and conditions. In most
cases, individuals tend to favor their family members, friends, or relatives or a
recommendation from a top executive within the company.
Furthermore, human resource professionals usually experience high pressures
when dealing with ethical issues be relevant to employees’ wages, plans for annual
incentives, as well as executive privileges (Sinhaa, 2020). The executive members of
the organization will tend to demand more incentives probably because failure to,
such individuals may part ways with the company. Race, gender and disabilities have
always been a sad fact associated with many organizations, not only in North America
and Europe but globally. People living with a disability, for instance, have often
missed getting some jobs due to discrimination or just belittlement (Juneja, 2020).
Women, too, have also missed some positions because such positions are said to be
most suitable for men; hence Human resource managers have hardly hired qualified
women for such positions.
Additionally, professionals of human resource management in every
organization should always ensure that their company adheres to anti-discrimination
laws. Employees being discriminated against or harassed in terms of race, gender,
sexual orientation, or religion is a major ethical issue that a human resource
practitioner encounters on a day-to-day basis (Juneja, 2020). Moreover, human
resource professionals are usually forced to keep up with the need to maintain low
labor costs to invite better wages (Johnston, 2018). Ethical misconduct kicks in when
they are put in a situation where they have to outsource for cheap labor to abroad
destinations with poor living conditions where they pay them competitive wages to
get their production going.
Furthermore, for employees to work best, they all need to be healthy and safe
from health hazards such as untreated water, polluted gas, hanging metals, among
others. Human resource personnel always face employees’ safety issues simply
because they are expected to prevent risky or rather dangerous situations in the
workplace (Scott, 2020). Similarly, human resource practitioners in every
organization should always embrace fairness in hiring and terminating employees
(Scott, 2020). In as much as fair hiring is sometimes adhered to, sometimes
termination of employees’ contract is unjustifiable.
Statement of the Problem
In human resource development, there are several ethical issues that are
involved. Some of these ethical issues include cash and incentive plans, performance
appraisal and training. These issues usually provide a significant dilemma to HR
managers and other professionals in the HR department when working on ensuring
development of employees (Sinhaa, 2020). In the current society, it has become a
common practice for human resource managers to engage in unethical activities such
as increasing the salaries of some employees as a way of retaining them in an
organization. In other cases, human resources managers are also faced with serious
dilemmas as a result of pressure mounted on them by the top executives. For
instances, the HR managers may be faced with pressure to favor employees who have
close relationship to the top management. Favoring such employees will be unethical
and completely against the code of ethics that guide the ethical behavior of HR
managers Scott, E. (2016) .Therefore, the problem that this research is focused on is
the ethical challenges attached to training, performance appraisal as well as cash and
incentive plans among other issues.
Purpose of the study
The purpose of this study is to investigate some of the ethical issues that are faced by
HR managers in the field of HRD. The research is also aimed at determining the
ethical dilemmas that are faced by HR managers in. This research is necessary in
adding to the existing pool of knowledge on the topic of “ethical issues in HRD” The
study will determine the ethical dilemmas experienced by HR managers in the process
performance appraisal.
Research questions
The following questions will guide the study;
What are the ethical issues experienced by HR managers in the field of HRD?
Which are the ethical dilemmas experienced by HR managers when offering training
to employees?
What are the ethical challenges experienced by employees in conducting performance
appraisal
Definition of Terms
Human resource manager – is defined as the individual who is in charge of the
organizational department that is engaged in the hiring, supporting, training,
developing as well as keeping records of the employees in that particular company
(Pinnington et al., 2017).
Human resource development (HRD) – refers to a framework which is applied in
assisting personnel develop or advance their skills, abilities, as well as knowledge
(Pinnington et al., 2017).
Human resource- is defined as personnel in an organization or the employees and
they are usually a very significant asset to the company majorly due to the skills
which they possess (Pinnington et al., 2017). In other cases, the term human resource
refers to the department that is engaged in hiring, training and supporting the
employees.
Chapter 2: Literature Review
Introduction
This chapter discuses past research that has been done on ethical issues in
HRD. This chapter has two sections and these are the General literature section as
well as specific literature.
General literature
In article titled “7 ethical issues faced by human resource by Khushboo Sinha,
there are several issues that have been discussed. Some of these issues include
employment issues whereby professionals in the HR sector have a high possibility of
experiencing several ethical dilemmas while recruiting employees to fill up vacant
positions in their respective organizations. Some of the key challenges that are faced
by HR practioners in this sector include faked credentials and certificates that are
submitted by candidates at the job application level (Sinhaa, 2020). Another challenge
is where the HR professional in a particular organization discovers that a particular
employee has been in the company for a relatively long time and they have
established successful records and acquired great skills even to the level of being
promoted but they initially cheated about their educational qualification (Sinhaa,
2020).
Another ethical issue that is usually experienced by HR professionals in their
area of specialization is performance appraisal. According to Sinhaa (2020),
performance evaluation should always be based on ethics. Performance appraisal that
is based on ethics requires honest assessment of performance as well as honest steps
to be undertaken in an effort to improve employee effectiveness. On the contrary, HR
professionals usually experience the dilemma of providing higher rates to individuals
who do not deserve it. Such may be based on some factors that should never be
considered under such scenarios like the closeness of an employee to the top
management (Sinhaa, 2020). Further, some of the employees are usually offered
lower rates despite their hard work, and high performance and this may be as a result
of them not being loyal to the individual conducting the appraisal.
Another issue that is commonly faced by HR professionals is restructuring and
layoffs. In organizations, restructuring usually leads to the retrenchment and layoffs
of employees. If this is carried out fairly and with high levels of equity, as well as
with consideration of the interest of the employees affected, then such will be ethical
(Pinnington et al., 2017). However, if employees are laid off based on other
discriminatory factors such as race, religion and other methods that are unfair, such
will be unethical. Therefore managers should always focus on ensuring that incase
layoffs are considered as an option of reducing operating costs, then such layoffs
should be carried out ethically. In a scenario where company restructuring requires
that a particular branch or plant be closed, then the selection of the branch to be
closed should be ethical (Sinhaa, 2020). Other things to consider under this scenario
include the timeframe of carrying out the layoffs and communication which should be
done ethically.
Specific Literature Review
An article titled “Ethical issues in contemporary human resource
development” by Danielle Douglas and Jean Woodall, an emphasis is offered on
training as one of the methods of ensuring employee development. According to
Douglas, training is one of the areas of Human resource management that has minimal
chances of being scrutinized ethically. . However, HR professional usually face a
dilemma when selecting the individuals to be offered training as well as selecting the
training methods that will favor all the employees in the organization. According to
Douglas, for ethical training to be achieved, the selection of employees to attend
training programs should be based on professional performance evaluations and
should also be fair.
In another article titled “Ethics and human resource management” by
Elizabeth Scott, cash and incentive plans is stated as a key ethical issue in Human
resource development. HR professionals are usually faced with a serious dilemma
when it comes to offering incentive plans and annual increment of salaries of
employees. For instance, the HR manager is usually faced with the challenge of
having to offer a higher incentive to outstanding executives as a way of retaining them
in the organization. Additionally, HR mangers are usually favoring the interests of
the top executives over the interests of investors as well as employees. This
contradicts with the arguments raised by Pinnington, et al. (2017), which states that it
is unethical to be unfair in considering the interests of different stakeholders in an
organization.
Summary
In summary, training is a concept that provides an avenue for unethical
behavior among HR managers. Cash and incentive plans are also issues that offer an
avenue for unethical behavior as well as serious ethical dilemmas.
References
DeCenzo, D. A., Robbins, S. P., & Verhulst, S. L. (2016). Fundamentals of human
resource management. John Wiley & Sons.
Johnston, K. (2018). A-List of Ethical Issues for Human Resource Management.
Retrieved 19 February 2020, from https://yourbusiness.azcentral.com/listethical-issues-human-resource-management-24052.html
Juneja, P. (2020). Ethics and Production. Retrieved 19 February 2020, from
https://www.managementstudyguide.com/ethics-in-production.htm
Pinnington, A., Macklin, R., & Campbell, T. (Eds.). (2017). Human resource
management: Ethics and employment. Oxford University Press.
Scott, E. (2016). Ethics and human resource management. In Practicing professional
ethics in economics and public policy (pp. 215-221). Springer, Dordrecht.
Scott, S. (2020). Ethical Issues Facing HR. Retrieved 19 February 2020, from
https://smallbusiness.chron.com/ethical-issues-facing-hr-10821.html
Sinhaa, K. (2020). 7 Ethical Issues Faced by Human Resource. Retrieved 19 February
2020, from http://www.yourarticlelibrary.com/business/ethics/7-ethical-issuesfaced-by-human-resource/64101
Slade, S., & Prinsloo, P. (2013). Learning analytics: Ethical issues and
dilemmas. American Behavioral Scientist, 57(10), 1510-1529.

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