Ethics and HRM

The principles that shape behaviour and decision-making aspects of a society are considered ‘Social Ethics’ (Devon & Van De Poel, 2004). These sets of principles contribute to the overall well-being of society. The demarcation of right and wrong among actions is expected through social ethics, and they lead to harmonious coexistence. Moreover, equity, diversity and inclusion are promoted via social ethics. As such, they provide a lasting impact on people to create a better society (Walia, 2022). However, the application of social ethics may change from one context to another and from one region to another. This happens as social ethics are influenced by culture, values, legal systems and so on. Nevertheless, they are vital in addressing issues related to social justice and dignity. Role of promoting equity, diversity, inclusion, sustainability, and community welfare in Human Resource Management (HRM) HRM stands as the foundation of an organisation in terms of its social conscie...

  Among the different types of ethics, organisational ethics takes a significant place (Lloyd & Mey, 2010). Generally, the application of moral principles to policies and practices related to employees is considered under this type. Through organisational ethics, the treatment of the workforce with fairness, dignity, and respect beyond mere legal compliance is guaranteed (Martínez et al., 2020). Moreover, organisational ethics can be seen from hiring to termination. It contributes to building a foundation of trust that shapes a positive culture, mitigates risk, and enhances the employer brand. Also, organisational ethics uplifts human resources from just an administrative role to a more strategic role, safeguarding employee wellbeing and corporate integrity. How companies build ethical frameworks, policies, and cultures This cannot be done in a single phase. It requires a few phases, and thus, can be considered a multi-layered process (Kitson & Campbell, 1996). This m...

Professional Ethics play an important role in Human Resource Management (HRM). It consists of principles that generally guide the conduct of professionals and practitioners, distinct from their personal morals (Seghedin, 2014). Such professional ethics may vary from one profession to another. Likewise, professions themselves establish frameworks for their professionals to guarantee consistency, accountability and public trust. These ethics pave the way for professionals to act as stewards of the workforce without tarnishing the profession's reputation (Agravat & Macwan, 2024). Furthermore, such ethics provide reliable assistance to make sound decisions to deal with stakeholders, even under pressure. Within the realm of professional ethics, three key terms that are often referred to are conduct, confidentiality and fairness. 1. Conduct and ‘Codes of Conduct’ in HRM The standard behaviour that is expected from a professional in fulfilling duties can be considered as ‘Conduct’ (...

  In Human Resource Management (HRM), personal ethics are known as the inner compass that helps Human Resource (HR) professionals in making daily decisions (Quinn, 1997) . These include the moral principles such as honesty, fairness, empathy, and integrity that guide the decisions plus actions of HR professionals. They help HR people in helping employees, ultimately helping the company succeed (Hajek et al., 2024) . At a time facing a tough decision, such ethics make sure they do what is morally right, more than what is legally required or best for the business. Often, HR professionals play a twofold role serving as advocates for employees and acting as strategic partners for the business. In this balancing act, personal values become important to help resolve conflicts ethically. One prime example is that when management pressures HR to downsize teams purely for cost-cutting reasons, an ethically grounded HR professional might advocate for fair procedures, transparent communicat...

In a world where organisations are increasingly judged by how they treat their people, ethics in Human Resource Management (HRM) have become a cornerstone of responsible leadership. HRM is the strategic approach to managing an organisation’s people by recruiting, developing, motivating, and retaining employees to achieve both individual and organisational goals (Ahammad, 2017), whereas ethics are the set of moral principles and values that guide human behaviour, helping individuals and organisations distinguish between right and wrong and act with integrity and fairness (Chaddha & Agrawal, 2023). Beyond policies, procedures, and performance reviews, ethics represents the soul of HRM, the invisible force that shapes decisions, preserves integrity, and nurtures trust between employers and employees. As workplaces evolve through digital transformation, diversity initiatives, and global collaboration, understanding ethics in HRM is more crucial than ever.  The Concept of Ethics i...