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PRESENTED BY-

ANUPREET KAUR GREWAL


MBA-2
ND
(A)
6234
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INTRODUCTION TO HR

Human Resource Management is a
business function that is concerned with
managing relations between groups of
people in their capacity as employees,
employers and managers.
Human resource management deals with
manpower planning and development
related activities in an organization.
It ensures the recruitment of value driven
people to ethically critical positions.

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HR ETHICAL ISSUES

Cash and incentives plans.
Performance Appraisal
Race, Gender, Age, and Disability
Employment Issue
Privacy issues
Safety and health
Restructuring and Layoffs


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ETHICAL DILEMMAS

FACE TO FACE ETHICS

CORPORATE POLICY ETHICS

FUNCTIONAL AREA ETHICS

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DEFINITION-ETHICS
According to Compton (2007), ethics
means a system of moral principles; the
rules of conduct recognized; the rightness
and wrongness of certain actions.
Wikipedia defines ethics as "elements of
professional practice that are part of
dispute resolution or which have some
great potential for: bodily harm, urban
planning, medicine, law, politics and
theories of civics.
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CONTD
Business Ethics can be defined as
written and unwritten codes of principles
and values that govern decisions and
actions within a company.
Business Ethics can also be used to
describe the actions of individuals within
an organization, as well as the
organization as a whole.
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ETHICS IN RECRUITMENT AND
SELECTION
RECRUITMENT: refers to the processes followed by
organisations when they wish to attract applicants for
vacant or new positions.
SELECTION: follows the recruiting process with the
appointment of the most suited applicant to the
position.

Ethics in the field of hiring, staffing and
recruitment is based on a combination of things
and depends on who is actually involved in the
hiring process. Certainly the job searcher,
hiring manager and recruiter are just three
possible people involved in a hiring decision.

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RECRUITMENT
Recruitment refers to the process of finding
possible candidates for a job or function,
undertaken by recruiters. It may be undertaken by
an employment agency or a member of staff at
the business or organization looking for recruits.
Advertising is commonly part of the recruiting
process, and can occur through several means:
through newspapers, using newspaper dedicated
to job advertisement, through professional
publication, using advertisements placed in
windows, through a job centre, through campus
interviews etc.

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CONTD.
Recruitment is the process of locating &
attracting qualified candidates for Job
vacancies within an organization.
It is the two way process-
It satisfies the organization strategic
requirement .
It helps candidates to assess the job, the
organization and whether they meet the
position requirement.

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SELECTION
The process of carefully screening
the candidates to choose the most
suitable persons for the job
vacancies to be filled.
It is the process of dividing the
candidates into two categories,
namely (a) those who are to be
employed, and (b) those who are to
be rejected.
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It is called a negative process
because unsuitable candidates are
eliminated or rejected in order to
identify the suitable candidates.
The basic purpose of selection is to
choose the right type of candidates
to fill various positions in the
organisation.
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IMPORTANCE OF SELECTION-
Selection of the right person for each job helps to
improve the quantity and quality of performance.
Proper selection and placement of personnel are
essential for building up a suitable work-force.
It helps to improve the efficiency of operations
and the morale of employees.
The rates of labour turnover and absenteeism can
be kept low through proper selection of
employees.
It also assists in minimising wastage and cost of
resources.
Proper selection helps in building up a competent
and satisfied work force.

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ETHICAL ISSUES IN RECRUITING

Organisations comprise employees who
need respect as people.
Streamlining has lead to downsizing or
right-sizing of organisations. Those
employees who are left behind often
mistrust management and feel insecure
about their own jobs.
Job insecurity can result in stress for the
employee which increases the likelihood
of mistakes being made or accidents
occurring.
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CONTD.
As organisations become more complex with
fewer employees, legislative requirements
become crucial to maintain the psychological
well-being of employees.
Legislative requirements include: EEO
legislation, Affirmative Action legislation,
Workers Compensation Acts and
Regulations and so on.
Discriminatory recruitment practices may
inhibit the success of women or people from
minority backgrounds, but also older
applicants.


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CODE OF ETHICS FOR EMPLOYERS
Treat all jobseekers equally.
No discrimination based on race, origin,
religious or political views, gender, age.
Do not request Jobseekers to include
their photos in the resume
Rely only on relevant and job-related
information when making hiring
decisions.

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CODE OF ETHICS FOR JOBSEEKERS
Ensure Resume accuracy
Accept and expect employment history
verification
Assume personal responsibility for
publishing resume, pictures and other.


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DISCRIMINATORY PRACTICES
RECRUITMENT PRACTICES
SCREENING PRACTICE
PROMOTION PRACTICES
CONDITIONS OF EMPLOYMENT
DISCHARGE

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Human is the most important resource to
an organization. Issues associated with
human resources occur as a result of
employees working together. These
issues are by far the largest category of
ethical dilemmas in business.
Recruitment or hiring process is the first
step in selecting human resource into
an organization, and will significantly
influence the successful performance of
the organization.

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Ethics plays a very important role during the
recruitment of new employees. Law and regulations
dictate that we have to be ethical in hiring. However,
ethical hiring practice goes beyond them as well.

It has been widely reported by many researchers
that ethical hiring practices actually result in better
employees being recruited.

It is therefore important that sound ethical rules
are followed when hiring a new employee.

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ETHICAL RULES TO BE FOLLOWED
BY AN ORGANISATION WHILE
RECRUITING
It is of vital importance that candidates are to be selected
based on merits.
Applicants are to be hired based purely on merits such as
knowledge, skills, and ability in accordance to the needs of
the organization.
If a company provides any special considerations, for
example affirmative action, where certain groups are given
special considerations, these considerations should be well
stated in the company's policy statement.
In any case, any preferential treatment should be one that
is legally allowed.
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While preferential treatments to certain specific
group may be allowed, there should be
no discrimination to people from any other group
due to race, religion, gender or even marital status.
Consistency and objectivity during the
recruitment process are very important.
Criteria, including any changes in the criteria,
used for evaluating candidates should be stated
and explained to order to avoid unnecessary claim
of biasness in the recruitment process.
Objective evaluation results in the best employees
being recruited while consistency ensures high
moraleamongemployees.


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When we recruit new employees, we should tell
the applicants about the true state of the
organization.
We should not mislead the applicants. In
particular, the applicants should be told all pertinent
information, including those information that are
not publicly known but that will materially affect the
new employee's future employment prospect with
the organization.
We can learn from the case involving Phil
McConkey.
Phil McConkey was recruited but he was
not aware that the company was in the
process of being taken over by another
entity.
One year after joining the company he lost
his job with the new company.
He sued the company for with-holding
important information from him during the
recruitment process.
He won the case and was awarded cash
prize.

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ETHICAL RULES CONTINUED.
We should never place misleading job advertisement in
order to get applications if we are offering a job contract
different from what we advertised for.
For instance, if we want to engage independent contractors
instead of normal salaried employment.
The reason why we choose to engage independent
contractors is that we do not have to be burdened with
high salary cost for employees that are not competent, but we
are willing to compensate employees according to
performance.
We should always state clearly our terms of
employment.In any case, we do not want to be accused of any
job scam.
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We have to be extra careful when we are recruiting
employees from organizations that have
material dealing with us include our suppliers,
customers and competitors.
When we employ somebody from our suppliers,
the suppliers may feel that we have unethically
poached their good employee. After all, it is through
the working relationship we have with the suppliers
that we come to know the quality of this employee.
When we employ somebody from our customers
we can be accused of returning favor to that
person. This rule applies especially when we
employ a former senior government employee
that has an influence on the awards of contracts to
an organization.

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ETHICAL RULES CONTINUED.
Also, be careful not to employ former government
employees for the purpose of lobbying for contracts
from their previous government departments. At
least, do not do so within the first two years of the
employee leaving the government service.
It is also not very wise to employ somebody from
our competitors because we can be accused of
stealing trade secrets from our competitors. If that
employee can pass on his previous employer's
secrets unethically, what is there to stop him from
passing your trade secrets to others?

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CASE STUDIES

CASE STUDY 1: MAXIMISING THE
FIELD-
Joe has been acting as the IT manager for 18 months
when it was decided to advertise the job. His Director
prepared the advertisement without specifying any
recruitment for qualifications or extensive experience
in information technology, which had previously been
part of the selection criteria. The Director decided to
advertise the job internally. Joe was the sole
applicant and was appointed to the position
permanently without an interview.

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REMARKS

Receiving one application does not mean that
is necessarily the best person for the job but
could indicate that the job has not been
advertised widely enough to maximise the
potential field of applicants.
Perceptions of favouritism may result if the job
that requires technical skill, tertiary
qualifications or industry knowledge is
advertised without requiring such
competencies. It may appear that the Director
deliberately removed such selection criteria that
appeared previously, but may have precluded
Joe from getting the job.

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WHAT CAN BE DONE INSTEAD?

Acknowledge the importance of maximising the pool
of applicants.
Specifying the qualities sought from applicants, in
addition to specific knowledge required, may broaden
the field e.g. instead of having knowledge of a
specific act, the candidate can show he/she has the
ability to interpret legislation.
Ensure that potential candidates are not discouraged
from applying for a job for reasons other than the
content of the job advertisement; for example:
advertisements placed in journals to which few
people have access or managers making statements
regarding the competitiveness or lack of
competitiveness of applicants.


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KEY SET OF VALUES

Impartiality
Accountability
Competition
Openness
Integrity
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C

Recruitment and selection form a vital function any
business organization, since human resource is treated as
an asset of an organization, ethical issues governing
recruitment and selection has to be taken into cognizance
while recruiting and selecting an employee for a proposed
job.

Fostering the perception of fairness in the processes of
recruitment and hiring of people
Formal procedures
Interpersonal treatment
Providing explanation
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ANY QUERIES?????
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THANK YOU.