“The concept of “human resources management” implies that “employees” are resources of the company” (Noe, Hollenbeck, Gerhart, & Wright, 2007, p. 2.). The human resources department traditionally has been seen by organizations as a necessary expense, rather than a value to the company (Noe, Hollenbeck, Gerhart, & Wright, 2007, p. 1). Human resources management involves many crucial jobs, some of which include handling people in a professional manner, good intuition and adaptability, creativity in job design and placement, recruitment skills, employee training and educational development, conflict management, introducing and implementing new company policies, performing employee reviews, maintaining employee compliance with company and legal policies, handling complaints, and boosting employee morale. The human resource department is often the middle man between the employees and management, often observing problems, listening to complaints from both sides and then developing creative resolutions to everyday problems. Human resources personnel customarily have many responsibilities within their organizations. Now because of changing trends in globalization, technology, diversity, e-business, and ethics; the roles of HR management are also changing. Ethics in Human Resources Managements
In any business organization, ethical issues are going to arise, and part of a human resources manager’s job is to remain consistently unbiased and uphold all ethical and legal policies held by the company. An important ethical role for HR management is providing employees with “help lines” for staff members to call to report issues such as internal conflicts with coworkers or superiors, sexual harassment, discrimination, and violations of company polices; anonymously, without fear of ostracism from coworkers or superiors. The HR department has a duty to investigate these claims and determine if and when action should be taken. Another important ethical role in HR...
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