Unethical Practices in HRM Company

Management

The employees function, involvement, loyalty, dedication, discipline and

decision making plays a very big role in success of an organisation. However
great facilities, machinery and buildings a corporate provides, it is ultimately
people who have to make them workable and achieve organisation success.

There are various methods of recruitment, selection and training employees.

Despite this the changing trends in technology, environment, competition and
comparisons make it difficult to have 100% suitable personnel for various
positions. Even those who are excellent or experts in due course of time may
not have some reputation due to changes and constant need to upgrade the
skills and knowledge.

In order to survive in the competitive world the employees resort to various

fair and unfair means. Those who adopt fair means achieve slow growth.
Employees following unfair methods are likely to grow faster or loose the
job, which means they are taking known risk in chase of greed.

Human aspects and human relations are applicable anywhere and in any
department. Hence individual behaviour, group behaviour, personality,
attitudes, perception, conflicts, leadership are some of the factors which came
into factor to evaluate fair-unfair, good-bad or ethical-unethical behaviour.

This subject of evaluation should also take care of situation, the

organisational work culture, compulsions, expectations and peer pressure.
Employees have feelings, likes, dislikes, joys- sorrows, emotions and the
behavioural pattern tend to change with experience.

Higher the experience level better will be the work ethics. It is newer and less
experience employees, who need to be trained, groomed and shaped for work
effectiveness and ethical values.

All types of human beings are involved in work related behaviour.

We have to attribute this (ethical and unethical) behaviour to:

(a) Employers,

(b) Employees,

(c) Government agencies,

(d) Manpower consultants and

(e) Outside sources like vendors and dealers.

Behaviour varies as per inducements, likes-dislikes, greed, wrong perceptions

and bias. The behaviour and actions are aimed to achieve the organisational
objectives and mostly ethical and fair.

However unethical or unfair kind of behaviour and action can happen in

different categories as follows:
(a) Employers:
They sometime indulge in unfair practices like one or more of the
following:
(i) Creating split in union leaders by inducing regionalism, casteism or ego
problems

(ii) Not caring for just demands of the Trade Union and not behaving
respectfully with union leaders.

(iii) Trying to create rift between different unions if there are more than one
recognised union.

(iv) Biased attitude in selection, transfers, promotions, and training and

development activities.

(v) Giving different treatment and facilities to different people in the same
level posts.

(b) Employees:
However some common problems are as follows:
(i) False claim of age, qualifications and experience. Some even forge marks
cards to claim certain qualifications.

(ii) Producing fake certificates of SC/ST category to obtain a job in that

category.

(iii) Head of personnel projecting or short listing candidates belonging to his

commonly, region or religion.

(iv) Creating transfers, openings, promotions suiting to their own kith and
kin.
(v) Taking decision very slow or very fast to suit conveniences of own kith
and kin.

(c) Government Agencies:

Government agencies role is reducing year after year due to lesser
employments in government sector.

However the unfair or unethical practices continue in government sector

in following manner:
(i) Announcing the vacancies and not taking any action further. Not clear
about processing dates, written tests/interview dates and selection dates.
Accountability is totally lacking.

(ii) Functioning of government employment offices is not transparent, not

reliable and in fact its purpose is not well served.

(iii) Government offices and selection committees will be excessively

cautious of reservation quotas and possible court cases rather than going
through the responsibilities in an unhindered manner.

(iv) Most of the time the government selections get stalled or delayed due to
situations like question paper leakage or court cases,

(v) The government method of selections is at best suited to low paid jobs
and not for senior level posts.

(d) Manpower Consultants:
By and large manpower consultants do a good job as mostly they are hired by
the private organisations. Moreover their services are mostly for official posts
and there is no statute to follow rules of reservations.

However, here also sometimes certain unfair strategies do take places:

(i) Consultants tend to play the caste and regional game since they are free to
operate the way they like.

(ii) There is possibility between HRD managers of corporate and consultants

to organise selections as per their own plans and strategies which invariably
helps kith and kin, community and regional following.

(iii) Some consultants guide candidates to alter the bio-data to suit the
corporate.

(e) Outside Sources:
The outside sources dealing with corporate are vendors, dealers, traders,
customers, courier service, statutory offices representatives, banks and
financial institutes. The interaction of these people will be more frequent,
though there are many more people contacting the corporate.

The conduct, transactions and dealings of these outsiders also influence the
ethical and unethical values and conduct of corporate employees. It is very
important that outsiders conduct themselves in such way that the values and
attitudes of both sides are fair and just. Deviation of fair attitude leads to
wrong decisions, corrupt practices and damage to the corporate reputation.

From various explanation given in (a) to (e), your will find that the role of
human behaviour, attitudes, perception and values lead to display of certain
conduct by action or reaction and this conduct be fair-unfair or ethical-
unethical to observers.