Ethics in Human Resource Management

  Ethics of Human Resource Management (HRM) is a very important pillar of the ethical base of an organisation. It is not just a question of following company procedures or compliance but also upholding a good working culture on the grounds of significant pillars of justice, respect, trust, accountability and transparency (Armstrong,2017). Ethical HRM ensures that all its actions, beginning from recruitment to performance evaluation, are performed in a manner with integrity and social responsibility. In the competitive world, employees are not looking for jobs. They are looking for an ethical organisation to work. Therefore, all the HR professionals uphold ethical values in an organisation, they enhance trust and fairness between management and staff and reduce conflicts, legal risk and promote employee well-being. According to Dessler (2023), ethics and fairness are essential elements of effective HRM. Examples of unethical HR practices that can damage a company's reputation and ...

  Recruitment and selection are the most crucial human resource management tasks that shape the ethical culture within the organisation. The organisation's commitment to equity, transparency, respect, and equal opportunity is experienced not just in the recruitment process but in its values too. Ethical recruitment throughout every stage of the hiring process ensures that all potential recruits are dealt with equally, with respect, dignity, and people-focused values (Armstrong & Taylor, 2023). It further enhances the organisation's image as a good employer by ensuring internal and external establishment of trust. Understanding Ethical Recruitment Ethical recruitment is the hiring of staff in a legal, transparent, fair and morally acceptable manner. It is the act of ensuring that the employees are selected on their qualifications and without discrimination, bias, or prejudice. As Boxall and Purcell (2022) describe, it is emphasized that the recruitment and selection practice...

  In the international business world, ethical behaviour is a vital component of organisational trust and reputation. Ethical training and development are key to anchoring moral values within the work environment and affecting the behaviour of employees as well as leaders. It’s beyond policy compliance, such training allows one to recognise and resolve ethics dilemmas and fosters focus on integrity and accountability. According to Smith and Kouchaki (2021), organisations that prioritise ethical learning are more resilient, adaptive, and socially responsible. Understanding Ethical Training and Development Ethical training and development program activities are to focus on building the ethical decision-making ability and accountable behaviour of the worker. Instead of imparting a code of ethics, it focuses on enabling employees with the skill and confidence to make ethical choices in real situations. It helps to build shared values and a stronger understanding between departments. A...

  Ethical performance appraisal is the essence of ethical human resource management. It ensures that the performance evaluation of workers is ethical, transparent, and fair, rather than personal bias or organisational politics of one individual. According to Armstrong and Taylor (2023) performance appraisal is not a system to measure the output of the workers, it is to maintain strong relationships, communication, and organisational culture.  Ethical performance appraisal is respectful of equity, confidentiality, and diversity and acknowledges effort at work with honesty and integrity. Ethical performance evaluation systems in the companies of the current era preserve the morale and legality of the workers and reduce conflict and grievances. Performance evaluations, being ethically performed, generate accountability, increase commitment, and keep an organisation intact as an employer of choice. Principles of Ethical Performance Ethical performance appraisal derives its or...

  Ethical compensation and benefits are more than just numbers on a payslip, it's a reflection of an organisation's values, fairness, respect, and care for employees. Good pay results in motivation, commitment, and engagement, and benefits such as medical cover, parental leave, and pension schemes provide security and enhance the quality of life. Ethical pay is not just an ethical obligation, but it's a strategic advantage for companies with equitable, Fair and transparent compensation. This experience reduced turnover, increased productivity, and positive reputation (Aurora Training Advantage, 2023). Principles of Ethical Compensation The main principles of Ethical compensation and benefits are depending on fairness, equity, and transparency. Fairness means employees are paid based on contribution, performance, skills and not on favouritism or bias (Aurora Training Advantage,2023). Equity ensures pay reflects the value of work, and it should match the market standards rega...

  Ethical employee relations and employee voice are the two intertwined concepts that support effective and fair workplaces. Ethical employee relations refer to those practices which ensure that employees are treated with dignity, equity, and respect. The voice of employees represents the ability to express opinions, concerns, and ideas of employees about workplace matters. Employee relations and voice together help to build organisational trust, reduce conflict, and improve performance. In any organisation, employees' inputs are taken into consideration and treated in a fair manner; their motivation, commitment, engagement and loyalty significantly increase (CIPD, 2025; ILO, 2021). The Imperative of Ethical Voice Employee voice is the way of communicating problems and views of the people to the employer and influencing the factors which affect them in day-to-day working. For employers, effective voice leads to building trust with employees, innovation, productivity, and organisati...