A human resource manager is an individual charged with the responsibility of managing an organizations labor force. He or she is assigned the task of selecting, assessing through constant monitoring, training and recognition of employees based on their performance and conduct at work. Human resource management as a practice is utilitarian in its ethical aims in that employment opportunities have been designed to promote the interests of the employing organization without consideration of the employee’s hopes and achievements in mind. It would therefore be more ethical and a more strategic approach in managing people based upon long-term planning allowing an organization to treat its employees as ends in them. This is due to employees being radical and expendable with time. A meritorious employment strategy is one that not only delivers to the organization but also to its employees in the long-run. Human resource manager are always expected to solve issues in the organization using an ethical approach and ethical reasoning.
In terms of the knowledge I have gained with working with similar institutions and how reliable I can be will entirely be based on a sober-minded approach of doing away with unethical issues that commonly cripple company’s labour force. This is by undermining employees by not giving them equal opportunities for varied reasons. Employment should entirely be based on the qualification and level of competence of an individual and not any other level of qualification. As a human resource manager, one should not attempt to negotiate with an employee having discovered he/she does not deserve to be employed .
The areas of overlap in the new organization similar to the ones have experienced with other clients is employees being employed on the basis of racism. In the field it is quite clear that certain races dominates and are of the greater majority compared to others. Such a situation can be so thick that day to day conversations are done in other languages other than the official and universally recognized English language. If any company approaches employment from this perspective, it forgoes quality to recruiting and populating its staff by members of the same ethnicity or race. Such an approach is rather ignorant and expensive in the long-run. For such a company to experience any level of growth is difficult as they perceive themselves as a superior race than any other race .
Employees were also employed on the basis of nepotism. Such a tactic is would be obvious if you point out that different department heads in an organization had similar family backgrounds and relations. Such a business entity is considered to be selfish as all the individuals would only want to see members of their families thrive other than strangers. Such an ideology deprives society of intelligent people and lays them to waste. This is because such companies would only employ its family members and not anyone else. Some scenarios have seen family members working together and being successful in the long run, but others have not in any way. Employing individuals based on nepotism is not ethical in any way.
Discrimination based on gender is also a key issue that has dictated how employees get employment opportunities in the new organization. Some communities perceive certain professions as better achieved by certain a gender than the other. This form of thinking is polluted and misleading as we are all human beings with equal opportunities and different abilities. Gender discrimination is more of a mindset rather than a way of reasoning. Once an individual, for example a woman, believes that certain profession such as engineering is fulfilled more by men than women, she would not make in the profession no matter how intelligent she is. If employees employ individuals on the basis of gender and yet it claims to be ethical and transparent in its dealings it would be deceiving to the members of the public. It is not ethical not to give equal opportunities to both genders in society .
The ethical dilemma that may arise in using my expert knowledge of other organizational human resource management strategies is a conflict of interest as all organizations are unique and dynamic in their own way. A certain strategy that was successful in a certain company may not necessarily work in another company. This due to the fact that the people who aided I the implementation of the strategy are not the same group and have entirely different characteristics compared to other individuals. The reaction time, stamina and level of co-operation is different in both cases. The attitude of employees towards issues related to the success of their companies is varied and diverse from company to company. The reception and level of competence is also varied given the employees educational background. A certain company may thrive because of decisions made a certain group of people behind the scenes. Such a unique group of intelligent individuals may lack in other companies thereby making it hard for certain human resource strategies put in place to work .
In customizing human resource management to business strategy it is essential to consider the goals of an organization before reaching out to employ people. Once the goals of an organization have been properly identified, it would be easier to employ people to work for you knowing what you want. The individual employed should also understand how the organization works how he/she would grow and perform in the organization. Certain business strategies require individuals to be freethinker other than having a rigid and fixed way of thinking .
In improving competitive advantage, a human resource manager should device strategies to that motivate his/her employees to work hard. This can in the form of financial benefits, recognition or promotion. The employees would therefore go the extra mile to be noted as a potential person in the organization. With a competitive advantage in place, a company is able to distinguish what advantage other companies have from it and how to outdo them .
In conclusion, human resource management involves assessment of different variables in an attempt to get the someone for a job. Human resource management should be able to define stake holders for each alternative through identifying a group that will be affected by the choice of one alternative or another and to what degree to this effect. The manger should be able to evaluate the ethics of each alternative and level of fairness. This refer to what ought to be done with respect to a certain issue according to one’s moral standards or those accepted by society.
Billsberry, J., Salaman, G., & Storey, J. ( 2005). Strategic human resource management : theory and practice. London [u.a.]: SAGE.
Dowling, P., Festing, M., & Engle, A. D. (2008). International human resource management : managing people in a multinational context. South Melbourne, Vic.: Thomson.
Fernando, A. C. (2010). Business ethics and corporate governance. Delhi: licensees of Pearson Education in South Asia.