ETHICS AND HRM

Presented by:-
Nitesh Kumar (007)
Sandeep Baghel (008)
Nikhil Kumar Dash (011)
Dinesh Hota (027)
Ashis Mahapatra (044)
Milan Mishra (045)
Aditya Narayan Nanda (062)
 WHY ETHICS MATTER MORE FOR HR
 Role in developing, updating, communicating, training and
enforcing ethics programs.

According to Sarbanes-Oxley

 Culpability of corporate executive

 Protection of whistleblowers
FSGO
 It sets much stricter ethics training requirements and urges
organizations to encourage a legal and ethical culture

 Possibilities of bad publicity, and criminal penalties for

noncompliance

 It is beyond protection from legal and financial punishment

 Strong attraction to ethical behavior and programs

CONTD..
 Some potential hires will even choose a
job offer with lower pay to work.

 Values and ethics also help to weed out

candidates.

 A strong values and ethics helps with

retention.
 WORKPLACE BULLYING

•What exactly is WORKPLACE BULLYING?

•It
may be VERBAL, NON-VERBAL, PSYCHOLOGICAL,
PHYSICAL ABUSE and HUMILIATION.

•AT 2004 annual meeting of AMERICAN

PSYCHOLOGICAL ASSOCIATION, NIOSH provides
report:

•Out of 516 private and public organization,

24.5% experienced bullying.
Cont…
 Supervisor is in front line of company efforts
to prevent bullying events.

 Bullying is not illegal unless it involves

harassment based on order, race, color,
disability etc.
HR’S ETHICS ROLE

According to SHRM, HR professionals must:

 Determine employees’ trust and loyalty

 Provide consistent and credible information about

the organization

 Assess perceptions about corporate leadership

 Creating a code of ETHICS
Ethics vary from organization to organization . According to Frank Ashen
( published SHRM white paper) , following factors needed to be covered
while designing a “code of ethics” :-

 Personal Integrity
 Compliance and laws
 Political contribution and activity
 Confidential information
Conflict of interest
 Books and records
Cont…
CREATING A CODE OF ETHICS
contd….
Employment policies
 Security transaction
 Environment
 Gifts and gratuities
 Compliance
 Use of company assets
 TRAINING TIPS

• BY TRAINING WORKERS ABOUT ITS MEANING

•ROLE PLAYING AND EXPLAIN DECISION MAKING UNDER SOME

SITUATION IS VERY USEFUL

• QUESTIONAIRE CAN ALSO BE VERY EFFECTIVE

• PROTECTION OF EMPLOYMENT SHOULD BE ASSURED

• THEIR FEEDBACK SHUOLD BE KEPT CONFIDENTIAL

 TRAINING TIPS
CONTD…..

CRITERIA FOR SURVEY:-

1. DOES PEOPLE HAVE SENSE FOR THEIR ACTIONS

2. DOES CORPORATE CULTURE SUPPORTS

INDIVIDUALS REACTION

3. DO MANAGERS FOLLOW GUIDELINES TO ACT AS

ROLE MODEL
Enforcing the rules:

 Communication
 Regular and formal training
 Reward and punishment
 Compliance and investigation
BE
ET
HI
CA
L

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