HR Ethical Issues

HR ETHICAL ISSUES
Ethical issues abound in HR activities. Areas of ethical

misconduct in
the personnel function include employment,
remuneration and benefits,
labour relations, health and safety, training and
development, and HRIS
(hr ethical issues)
Cash and incentives plans

This includes base salaries, annual incentive plans, long term
incentive plans,executive perquisites, and separation
agreements.
Base salaries- The HR function is often presumed to justify a

higher level of basesalaries, or a higher percentage increase than
what competitive practice calls for.In some cases, pressure is
exerted to re-evaluate the position to a higher grade forthe
purpose of justifying a larger than normal increase.
Annual incentive plan- The HR manager is often forced to

design and administertop-management incentive plans, at higher
raters than what the individualsdeserve. A common rationale
presented to the HR executive for bending the rulesis the fear of
losing the outstanding executives, if higher incentives are not
paid.
Cash and
incentives
Performance
appraisal
Race and
disability
Ethical issues
Employment
issues
Safety and
health
Restructuring
and layoffs
Privacy issues
Long-term incentive plan- Just as with annual incentive plan,

many HR
executives have the responsibility of designing and administering
the firm’s longterm incentive plans, but in consultation with CEO
and an external consultant. Ethical issues arise when the HR
executive is put to pressure to favour top management interests
over those of other employees an investors
Executive perquisites- Executive perquisites make the ethical

standard of the HR executive difficult because their cost is often
out of proportion to the value added. For example a story relates
to Bangalore –based ,losing making public sector under taking
whose CEO spend 20 lakh to get swimming pool built at his
residence.
Performance Appraisal
Performance appraisal lends itself to ethical issues. Assessment of
an individual’s performance is based on observation and
judgment. HR manager are expected to observe the performance
in order to judge its effectiveness. Ethics should be the
cornerstone of performance evaluation, and the overall objective
of high ethical performance reviews should to provide an honest
assessment of the performance and mutually develops a plan to
improve the ratee’s effectiveness.
Race, Gender, Age, and Disability

The practice of treatment of employees according to their race,
ethnic origin, sex, or disability has largely been stopped. A
framework of laws and regulations ahs evolved that has
significantly improved work place behavior. No enterprise today
dare to publicly state it denies minorities, woman, and the disable
opportunities for employment, remuneration, and growth
prospects different from those given to others.
In this environment the role of HR function is to:
 Monitor the principles and norms of the enterprise to ensure
that they reflect the values of the society as expressed in its law.
 Monitor the selection, rewards, development and, the appraisal
system to ensure that they are consistent with the principles and
norms.
 Vigorously pursue violations and, when necessary, vigorously
work to
defend the enterprise against unfounded allegations.
Employment Issues
While discrimination and harassment situation receives mort
publicity, HR
practitioners are more likely to face ethical dilemmas in the areas
of employee hiring. One challenge commonly encountered is
pressure to hire a relative o a friend of a highly placed executive.
Another area related to employment is that of faked credentials
submitted by a job applicant. While discovery of this kind of
fabrication usually leads to termination of the employment, the
choice becomes difficult when the applicant has a blend of skills
set and a proven track record with his or her previous employers.
Privacy issues
Privacy issues to protecting a person’s private life from intrusive
and unwarranted actions. The employee believes that his or her
religious, political, and social believes as well as personal life style
are private matters and should be safe guarded from being
snooped or analysed. Exceptions are permitted grudgingly only
when job involvement is clearly involved. For example, it may not
be inappropriate to intrude into an employee’s private matter if it
is suspected that he or she discusses with competitor, through
email messages, the specification of newly developed product not
yet launched into the market.
Safety and health

Much of the industrial work is hazardous. This is because of the
extensive use of high speed and noisy machinery, production
processes requiring high temperature, an increasing reliance on
chemical compounds .Accidents, injuries and illnesses are likely to
occur under these circumstances. Over past decade, new
categories of accident and illness have emerged, including the
fast growing job safety problem of office injuries.
Restructuring and Layoffs

Restructuring and consequent layoffs have become relevant
because of poor management, but incompetence does not
become unethical. There are ethical implications in the process by
which termination decisions are made and actions taken. For
example if restructuring requires closing a plant , the process by
which that plant is chosen ,how the news will be communicated
,and the time frame for completing the layoffs are ethically
important .If conducted in an atmosphere of fairness and equity
and with dignity of the affected individuals in mind, the action is
ethical.
Ethical Dilemmas
Several ethical dilemmas comfort an HR manager. The ethical
dilemmas arise from three sources-faces to face ethics, policy
ethics, and functional area ethics.
Face to face ethics

These arise mainly because there is a human element in most
business
transactions. Business is composed of this human transaction; 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 delivered by a supplier because of the
personal relationship that the two enjoy.
Corporate policy ethics

Companies are often faced with ethical dilemmas that affect their
operations across all departments and divisions. The
consequences of employment contraction in labour intensive
basic industries because of the improved methods of
production .Modern technology has replaced older methods of
production which has in turn resulted in hundreds being jobless.
The ethical burden of deciding corporate policy matters normally
rests upon a company’s HR management. The Hr manager and
directors are responsible for making policies and implementing
them too. The ethical content of their policies can have enormous
impact throughout the company. It can set an ethical tone and
send right signals to all employees as well as external
stakeholder.
Functional area Ethics

Functional area of a business is likely to comfort ethical issues.
Accounting is a critical function of any business. Accounting
statements reveals to the manager and owner the financial
soundness of a company. Managers, investors, regulating
agencies, tax collectors and trade unions rely on accounting data
to make decisions. Honesty, integrity accuracy are absolute
requirements of the accounting functions. Account standard
ensure a high level of honest an ethical accounting disclosure.
Ethical dilemmas crop up in purchasing departments where
strong pressure is to obtain the lowest possible prizes from
suppliers and where too felt similar need it bag lucrative
contracts. Bribes, kickbacks, and discriminating pricing are
temptation to both parties.

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HR ETHICAL ISSUES

Ethical issues abound in HR activities. Areas of ethical

Cash and incentives plans

Base salaries- The HR function is often presumed to justify a

Annual incentive plan- The HR manager is often forced to

Long-term incentive plan- Just as with annual incentive plan,

Executive perquisites- Executive perquisites make the ethical

Race, Gender, Age, and Disability

Safety and health

Restructuring and Layoffs

Face to face ethics

Corporate policy ethics

Functional area Ethics

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