HR Ethical Challenge

Ethical challenges presented by an HR management situation

Favoritism is the greatest ethical challenge in human resource management. The young man is well-qualified for the role but has already worked for the company, so hiring him might lead to potentially toxic speculations. Some may even hold the chief executive accountable for unethical hiring practices (Valentine & Godkin, 2016). Many moving parts in any employment process make it difficult to declare victory. Strategically, a focused approach is an issue that must be addressed successfully to aid with the management of the obstacles and elimination of the adverse problems that must be addressed to guarantee the correct hiring process is followed (Valentine & Godkin, 2016).

The second moral dilemma arises during the external employment procedure, where the woman may be rejected because of her lack of appropriate credentials (Valentine & Godkin, 2016). There is room for debate and inquiry, however, particularly about questions of diversity in recruiting and the weight given to different types of experience and education. Human resource management is facing a difficult situation and must prioritize equality (Fogel, 2016). The integrity of the recruiting process is at risk here because of the potential for the individual challenge to incite emotions of unfairness in the hiring process.

Inclusivity in the more extensive processes being implemented and promoted presents a further ethical problem (Valentine & Godkin, 2016). Successful human resource compensation requires basic procedures to be followed and the promotion of quality and effective metrics. To move forward with a crucial process and make sure everything functions smoothly, the correct metrics and measures of success are essential (Valentine & Godkin, 2016).

Key ethical factors considered in the formulation of a proposed HR solution

Implementing the appropriate metrics and the overall direction of process management are both subject to ethical considerations (Fogel, 2016). Ethical standards make it feasible for a quality approach and the significant reduction or elimination of obstacles (Fogel, 2016). Some of the ethical considerations included in the HR answer are as follows.

Implementing HR-provided solutions with employee autonomy is widely viewed as a best practice (Fogel, 2016). Effective metrics and critical provisions for success require a strategic approach and protocol in managing the most pressing issues (Fogel, 2016). The freedom to act on one’s own accord is a boon for bolstering mission-critical decision-making and enhancing the most sought-after techniques and other existing aspects.

Regard for fairness is the primary ethical consideration in developing the proposed remedy (Valentine & Godkin, 2016). Fairness is one of the most important ethical values to uphold in the workplace. It establishes the options for and necessities of strategies for overcoming difficulties and obstacles (Fogel 2016). Fairness’s strategic functions are to aid in achieving objectives and guaranteeing the implementation of critical measures and qualities for a targeted hiring procedure.

The organization’s intended audience and overall mission are additional ethical considerations. The plan and success in replacing staff are crucial in finding an excellent solution to the problem, and this is true even if hiring from within the firm is an option. It is essential to have a strategic control approach and correctly implement most procedures and methodologies (Valentine & Godkin, 2016). Organizational goals should inform some of the HR solution’s most important metrics and considerations to implement the most effective and efficient methods for addressing the issue at hand.

Legal considerations for the selection function presented by an HR situation

In this case, justice for all parties involved is a legal consideration for HR’s selection function. Fairness is all that should be important during the recruiting process, so a qualified candidate must be accepted into the team according to their skills and gut feelings (Valentine & Godkin, 2016). In most cases, employers rely on tried-and-true methods of evaluating candidates’ skills and potential contributions to the company. Fairness is a fundamental prerequisite for the executive team and the infrastructure to prioritize the necessary strategies and work on the competitive metrics to achieve the best practices (Fogel 2016). A targeted strategy must incorporate essential metrics and achievements to meet the demands of each individual.

The ethical requirements for selection must be completed before the organization can acquire the requirements, and the law follows suit (Fogel 2016). Implementing the correct measurements and ensuring that policies are executed and applied successfully according to the requirements and relevant processes should be the primary emphasis of any integrated approach to achieve this goal. Fundamental methods and needs must be addressed and implemented in accordance with established, critical procedures for best practices to be attained (Feffer 2017). The most effective ways guarantee that legal entities are improved for high quality and accurate metrics and always adhere to established best practices.

The role of the HR practitioner in advancing a proposed HR solution

The HR professional’s duty is to employ sound reasoning when making hires to find the best possible and most equitable solution (Feffer 2017). The organization’s requirements should be practical and centered on an integrated practice in which expected norms and regulations are adhered to during the hiring process. Fundamentally, perfection is a problem that needs to be addressed and implemented successfully to produce effective and quality results. A perfect measure is one in which all appropriate measures have been taken to prevent or mitigate undesirable results (Feffer 2017). Having a thorough description of the hiring strategy is a fantastic option when it comes to making things work and zeroing in on the most pressing demands.

Application of any SHRM behavioral competencies to the process of solving an HR challenge

Ethical practice in the hiring process is included as a component of the SHRM behavioral competency to address the HR problem (Human Resource Management 2018). When it comes to hiring, the only thing that matters is ethics, and one of the most critical issues is to nurture an activity that is both high quality and exact. An approach to the challenges and promotion of vital and effective measures is a fair method that makes things work (Fogel 2016). A successful strategy should, in various ways, support active management processes and follow all of the ethics that must be followed to help fulfill all necessary needs and focus on offering adequate answers.

References

Feffer, M. (2017, March 30). Ethical vs. legal responsibilities for HR professionals: Do your duties as a company representative and a private citizen align? HRNews.

Fogel, M. (2016, October). Brave HR: HR’s role in fostering ethical workplaces. HR Strategy and Planning Excellence Essentials.

Society for Human Resource Management. (2018). The SHRM Body of Competency and Knowledge [PDF]. Available from https://www.shrm.org

Valentine, S., & Godkin, L. (2016). Ethics policies, perceived social responsibility, and positive work attitude. Irish Journal of Management, 35(2), 114–128.