Ethical Issues in HRM Strategy

Ethical Issues in HRM Strategy

Human Resource management is a key factor in any organizations success. For any company, institution, industry or group to attain its goals, there has to be a clear concise and hard working force behind. Thus, any company that does not have a human resource management department or a strategy to maintain and run its working personnel is simply planning to fail (Snell & Bohlander, 2013).

The role of the human resource management department has to be clear in any organization. These roles include collaboration of the employees and allocation of duties in the working field. They also are responsible for building commitment to work by evaluating the skills of each employee, and allocating them the right positions so as to make them comfortable as they tackle the tasks at hand. Another key role is building capacity of the business by developing a competitive advantage so that the organization can offer unique and quality goods and services to its customers (Billsberry, Salaman & Storey, 2005). Thus to do so, the department looks for more than just qualifications during hiring of employees. The employees have to have talent, and it is the duty of human resource management to identify such workers.

The human resource department is also responsible for looking after the well-being of the employees in the organization (Snell & Bohlander, 2013). It is deals with motivation issues concerning the compensation packages of the employees. It sets the packages in various forms such as holiday offers, end of year bonuses, awards, setting flexible working hours, career promotions and development and salary increments.

In going about its duties, the human resource department has various strategies and techniques that it applies. Some of these strategies are simple and easy to implement while others may need a lot of effort from the business. Some of these approach techniques include training and internships (Billsberry et al., 2005). Usually there is no assurance that since an employee performed well in the recruitment process that they will perform well in the working environment. New employees need training in order to re-align themselves to the organizations goals and functions. This is why there is the placing of such employees on internship. Also with time, the current employees will need to upgrade their skills as the objectives of the organization change gradually. This is especially important since technological advancements have made a great impact in all sectors of business. Training is also not only for skills but also for change of attitudes.

Another useful strategy that as human resource managers we need to apply is that of ensuring better use of time (Snell & Bohlander, 2013). Time is one resource that is very much equal to all competitors in any given business field. It is the method we employ that creates the difference in the success we achieve. Thus, the department should make proper and efficient working time schedules for the workers. It should map the actions to be performed, and at the specific time hence; facilitating a better flow of work within the organization (Billsberry et al., 2005). In so doing, the department creates the right attitude that is not just about reporting to work on time, but also that the time spend at work place is proportional to your output.

The other strategy that we can apply is that of improving the organization's culture (Mathis & Jackson, 2008). As the human resource, it is important to observe the organizations culture. After identifying the needs of the organization, we should look at the relevant areas that need change and improvement. It is important to note that personal fulfillment is, however, better hence the change should be relevant to every staff. The HR then analyses the aspects of change by collecting data needed to make changes in the culture of the organization. The HR also prepares the employees for the change by either talking to them or showing them the need for change. The change is then implemented within the specified period for execution.

It is paramount to keep in mind that not all organizations needs are the same. Strategies that work on certain clients may not work in other organizations. There are a few issues that may arise. Such ethical issues include privacy in the organization (Mathis & Jackson, 2008). For instance, if the privacy factors conflict within the organization strategies, it is the responsibility of the human resource manger to choose what to and this may put the department in a dilemma.