Introduction
Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization, (inc.com/encyclopedia). Within the organization HR is comprise with the policies and practices that govern the actions of the company’s human assets. The functions of HR includes rewarding, compensating, training, screening, recruiting, retaining, appraising human capital/assets in the company. In the 21st century HR is transitioning from traditional to strategic in order to gain a competitive advantage within the industry. Managers are realizing that HR have a lot to do with the success or failure of the business. HRM just is one of the most valuable department within the organization. One of …show more content…
The critical approach is a relativistic view of HRM and are built on the concept of culturally embedded, historically contingent as well as it is socially constructed with reality. This approach does not focus on linking performance with HRM instead it assumes that HRM is multifaceted. In addition, this approach is not designed to lead in the development of human assets. The ethical approach allow HRM to display and practice fairness to employees. It includes taking equity, reciprocity and impartiality into consideration in the workplace. When employers and managers treat their employees with fairness it not only boost employees ' morale but it send a positive message to stakeholders that employees are valued and appreciated. The fundamentals of HRM is how organizations human assets are treated, how they should be paid, how they should be discipline, and how they should be trained. Moreover, HRM ethical approach tends to mainly focus on the micro-level within the organization. It generally seek to identify HR ethical practices towards their human assets rights while the macro level is gear towards the design of HRM and decisions. The ethical HRM depends on good employment condition which in turn depends on good organizational strategy. Ethics should first be incorporate in the organization culture, vision and mission before it is required to be practice in the …show more content…
The first ethical problem which managers face is the need for discernment. HR managers face with various obstacles to do the right thing in difficult situations. As a HR manager you are given responsibility and have support of management to make decisions. However, it is important to weight options in decision making because it affect the company, especially when given incomplete information. The second problem occur when there is conflict between HR judgement to what they might think is right and the responsibility to act as an agent for employers to carry out duties ask by employees. For example, an employee might car pool with another employee to work which contribute to him or her being late. That employee request that HR ignore that fact that he or she was late and that they should still get paid. The third one problem is conflict of interest. HR interest might differ from employers causing conflict to arise with their responsibilities,
Human Resource Management (HRM) is the term used to describe formal systems devised for the management of people within an organization, (inc.com/encyclopedia). Within the organization HR is comprise with the policies and practices that govern the actions of the company’s human assets. The functions of HR includes rewarding, compensating, training, screening, recruiting, retaining, appraising human capital/assets in the company. In the 21st century HR is transitioning from traditional to strategic in order to gain a competitive advantage within the industry. Managers are realizing that HR have a lot to do with the success or failure of the business. HRM just is one of the most valuable department within the organization. One of …show more content…
The critical approach is a relativistic view of HRM and are built on the concept of culturally embedded, historically contingent as well as it is socially constructed with reality. This approach does not focus on linking performance with HRM instead it assumes that HRM is multifaceted. In addition, this approach is not designed to lead in the development of human assets. The ethical approach allow HRM to display and practice fairness to employees. It includes taking equity, reciprocity and impartiality into consideration in the workplace. When employers and managers treat their employees with fairness it not only boost employees ' morale but it send a positive message to stakeholders that employees are valued and appreciated. The fundamentals of HRM is how organizations human assets are treated, how they should be paid, how they should be discipline, and how they should be trained. Moreover, HRM ethical approach tends to mainly focus on the micro-level within the organization. It generally seek to identify HR ethical practices towards their human assets rights while the macro level is gear towards the design of HRM and decisions. The ethical HRM depends on good employment condition which in turn depends on good organizational strategy. Ethics should first be incorporate in the organization culture, vision and mission before it is required to be practice in the …show more content…
The first ethical problem which managers face is the need for discernment. HR managers face with various obstacles to do the right thing in difficult situations. As a HR manager you are given responsibility and have support of management to make decisions. However, it is important to weight options in decision making because it affect the company, especially when given incomplete information. The second problem occur when there is conflict between HR judgement to what they might think is right and the responsibility to act as an agent for employers to carry out duties ask by employees. For example, an employee might car pool with another employee to work which contribute to him or her being late. That employee request that HR ignore that fact that he or she was late and that they should still get paid. The third one problem is conflict of interest. HR interest might differ from employers causing conflict to arise with their responsibilities,