Article 2 - Ethical Training and Development in Human Resource Management: Building Integrity
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.
Importance of Ethical Training in HRM
Human Resource Management supplies the ground for developing ethical practice within organisations. Ethical training helps to enhance consistency between organisational policy and workers' and employers' values. Ethical training reduces opportunities for unethical breaches such as discrimination, harassment, and conflicts of interest.
Ethical training also helps to promote fair recruitment, performance appraisal, and workers' relations systems. According to the International Labour Organisation (ILO) (n.d.), ethical competence is increasingly being conceived as a professional competence required to provide transparency and fairness in employment policies. By such values through systematic training, HRM helps to guarantee compliance as well as staff morale and retention.
Key Components of Effective Ethical Training
Effective ethical training requires sensitive design and integration into broader HR strategies. Some of the important elements are:
Needs Analysis – Identify the ethical risks that apply to the organisation's business and validate that the selected training is applied.
Scenario-Based Learning – Simulations and case studies enable employees to learn by doing actual problem-solving from real issues, promoting moral consideration and problem-solving (Smith and Kouchaki, 2021).
Leadership Engagement – Leaders promote ethical behaviour by leading ethical actions themselves, and employees imitate their behaviour (Harvard Business School Online, 2023).
Reinforcement Ongoing – Constant responsibility and conscience through continuous refresher training and discussion (Institute of Business Ethics (IBE), n.d.).
Integration with HR Practices – Connecting ethics with reward systems and performance management helps to align the internal integrity culture at the workplace (ILO, n.d.).
International Perspectives
Globally many organisations are recognising the importance of ethics training to remain in front of challenges such as data privacy, diversity, and global supply chain ethics. Unilever and Microsoft are such multinationals that have developed far-reaching ethics programs incorporating digital modules, leadership workshops, and open-reporting mechanisms. These types of programs have been connected with high employee engagement and lower ethical violations (Smith and Kouchaki, 2021).
Further, international standards such as the United Nations Global Compact and OECD Guidelines for Multinational companies encourage to establishment of ethics training as corporate social responsibility. These standards embed ethical behaviour in home country operations and cross-border operations (United Nations Global Compact, n.d.; OECD, 2023).
Sri Lankan Context and Examples
Some of the most common workplace issues in Sri Lanka that generate ethical concerns are harassment, bias, and unfairness in hiring. Paternott and Adikaram (2014) observe that HR professionals are most likely to experience ethical challenges in handling delicate cases in conventional and bureaucratic organisations. Local-owned firms have nonetheless come to value formalised ethics development programs.
For example, some Sri Lankan corporates include modules of ethics as a part of employee induction and management training, which involves undertaking respectful communication, anti-harassment, and grievance-handling. These are good examples in themselves to show that international ethical models can be defined and adapted to suit the legal and cultural environment of Sri Lankan workplaces. Corporate-level contextual training has been found to enhance reporting confidence and to create workplaces safer and more inclusive (Paternott & Adikaram, 2014).
Challenges in Implementation
As important as it is, ethical training itself faces some challenges. Employees would approach it as a routine exercise instead of an important task, especially where administration is not invested in the process. Poor follow-up testing and insufficient resources further hamper effectiveness. To deal with these, organisations need to introduce ethics into all aspects of their process and align it with corporate strategy, leadership performance measures, and organisational learning (Smith and Kouchaki,2021).
Conclusion
References
Smith, I.H. and Kouchaki, M. (2021) ‘Building an ethical company: Create an organization that helps employees behave more honourably’, Harvard Business Review, November–December. Available at: https://hbr.org/2021/11/building-an-ethical-company (Accessed: 27 October 2025).
Harvard Business School Online (2023) How to Create a Culture of Ethics and Accountability in the Workplace. Available at: https://online.hbs.edu/blog/post/ethics-and-accountability-in-the-workplace (Accessed: 24 October 2025).
International Labour Organization (ILO) (n.d.) Ethics and Accountability at the ILO. Available at: https://www.ilo.org/about-ilo/how-ilo-works/accountability-and-transparency/ilos-ethics-office (Accessed: 24 October 2025).
United Nations Global Compact (n.d.) The Ten Principles. Available at: https://unglobalcompact.org/what-is-gc/mission/principles(Accessed: 27 October 2025).
OECD (2023) OECD Guidelines for Multinational Enterprises on Responsible Business Conduct. Available at: https://www.oecd.org/en/publications/2023/06/oecd-guidelines-for-multinational-enterprises-on-responsible-business-conduct_a0b49990.html (Accessed: 27 October 2025).
Institute of Business Ethics (IBE) (n.d.) Training and reinforcement. Available at: https://www.ibe.org.uk/knowledge-hub/ibe-business-ethics-framework/training-and-reinforcement.html (Accessed: 27 October 2025).
Paternott, K. and Adikaram, A.S. (2014) Ethical Dilemmas for Human Resource Professionals in Handling Sexual Harassment at Workplaces: Cases from Sri Lanka. International Journal of Theory and Practice. Available at: https://www.researchgate.net/publication/365468318_Ethical_Dilemmas_for_Human_Resource_Professionals_in_Handling_Sexual_Harassment_at_Workplaces_Cases_from_Sri_Lanka (Accessed: 24 October 2025).
Becker, G.S. (1993) Human capital: A theoretical and empirical analysis, with special reference to education. 3rd edn. Chicago: University of Chicago Press. Available at: https://www.nber.org/books-and-chapters/human-capital-theoretical-and-empirical-analysis-special-reference-education-third-edition
Bandura, A. (1977) Social Learning Theory. Englewood Cliffs, NJ: Prentice Hall. Available at: https://www.worldcat.org/title/social-learning-theory/oclc/2250130
A thorough and insightful analysis! You've done a great job of showing how ethical training goes beyond following the rules to create a culture of accountability and moral courage. The balance between global standards and the Sri Lankan context makes it very relevant. I really liked how you used examples like Unilever and Microsoft to show how theory can be applied to real life. This was a great way to show how ethics can be a cultural and strategic driver.
ReplyDeleteShashi, thank you for the encouraging feedback. You are correct, ethics in training and development is beyond policy compliance, it's creating integrity and accountability at the workplace. I am glad to see that you found my examples international, and the Sri Lankan context is very helpful. Also, you have thoroughly understood the ethical standards between global and Sri Lanka. When you have a good culture and strategic driver, you can truly shape a strong and responsible organisation.
DeleteYour blog post effectively emphasizes the value of ethical training in fostering integrity and trust in businesses. I really appreciate how it highlights that it's not only about abiding by the law but also giving staff members the freedom to make moral choices in practical circumstances. For an examples from around the world, such as Microsoft and Unilever, clearly demonstrate the beneficial effects of ethics programs on moral behavior and employee engagement. In Sri Lanka is mentioned, which offers a useful local viewpoint and demonstrates how international standards can be modified to accommodate various cultural contexts. As a summary, it’s a thoughtful reminder of how ethical training is key to creating fair, transparent, and responsible workplaces.
ReplyDeleteDanushka, I appreciate your thoughtful feedback. I’m happy to see you found the discussion on ethical training very useful. You’re absolutely correct, ethics in training go beyond rules. it’s about supporting employees to make the correct decision in real situations. You have observed that the global examples like Microsoft and Unilever, and the Sri Lankan context, truly show how ethics can be adapted across cultures to build trust and fairness. Your reflection nicely reinforces the importance of ethics as a foundation for responsible and transparent workplaces.
DeleteIt effectively connects ethics with organizational integrity & employee behavior. You could further strengthen it by including a brief example or reference to how a Sri Lankan or global organization has successfully implemented ethical training, to give more practical depth to your argument.
ReplyDeleteAsanka, thank you for your kind feedback and helpful suggestion. I appreciate your request about adding a practical example, and that would definitely make the discussion stronger. Including a Sri Lankan or global case of successful ethical training would show how these principles work in real situations.
DeleteThis is a comprehensive and well-articulated analysis that captures the true essence of ethical training and development in HRM. I particularly appreciate how you’ve gone beyond compliance-based perspectives to highlight ethics as a strategic and cultural enabler of trust, integrity, and accountability.
ReplyDeleteMahesh, thank you for the interesting comment. I appreciate your focus on ethics as a strategic and cultural part of HRM. Building trust, integrity, and accountability is truly an important aspect of ethical training and development.
DeleteThis is a well-written and insightful analysis that effectively connects global and Sri Lankan perspectives on ethics training. I like how you’ve shown the balance between international standards and local adaptation. The point about embedding ethics into corporate strategy and leadership accountability is especially strong. Overall, it clearly highlights how context-specific ethics programs build trust and integrity within organisations.
ReplyDeleteIndika, Thank you for the valuable comment. you have thoroughly understood the ethical standards between the global and Sri Lankan perspectives. Also, your observation on ethics programs, corporate strategy and leadership accountability is correct, and it builds trust and integrity at the workplace. I appreciate that your overall understanding came through the analysis of this article.
DeleteThis review makes a substantial contribution to situating ethics in context in HRM. It accomplishes this in three ways. First, it situates the argument in Sri Lanka’s context: discrimination, harassment and inequitable hiring. It acknowledges the practical challenges that HR faces in bureaucratic structures. Second, it translates the global standards (UNGC, OECD, ILO, IBE) into action. Ethics as a practice is realized in the induction modules, anti-harassment training and workshops on respectful communication and grievance escalation. The local legal and cultural fit is evident. Third, it addresses the constraints head on: attendance as a compliance checklist, inadequate resources, and poor follow-up. The solution is correct—align strategy, ethics, and accountability of leadership to organizational learning. This is important. Programs designed for specific contexts create psychological safety, encourage reporting, and help reduce misconduct. It also helps safeguard the people and the organization. Incorporate a few basic metrics to assess impact and leader KPIs—speak-up scores, case resolution times, and scenario scores on shifts pre/post training. These will demonstrate and help maintain the effort.
ReplyDeleteDishan, Thank you for your detailed and valuable feedback. I truly appreciate how you highlighted the importance of ethical standards between global and Sri Lankan realities. Your point about the need for measurable outcomes is very useful, incorporating metrics like KPIs, speak-up scores, case resolution times, and scenario scores on shifts pre/post-training. These metrics definitely help track progress and strengthen accountability. Also, your observation on ethics programs, corporate strategy and leadership accountability is correct, and it builds trust and integrity at the workplace.
DeleteThis article clearly highlights how ethical training goes beyond compliance to build integrity, accountability, and trust within organizations. Integrating ethics into HR practices and leadership development creates a stronger, more responsible workplace culture.
ReplyDeleteLuckmee, Thank you for your thoughtful comment. You have identified that ethical training is more than compliance, but to build integrity, accountability, and trust. I agree that when ethics are involved in HR and leadership practices, it truly strengthens integrity, accountability, and trust across the organisation.
DeleteExcellent work, Viraj! The ethical aspects of training and development are thoughtfully and clearly explored in your article. The suggestion that training should not merely be a compliance exercise but a strategic tool for empowerment and equity resonates with me. This viewpoint supports the need for inclusive, purpose-driven learning cultures and is in line with modern HRD thinking.
ReplyDeleteDilrukshi, Thank you for the valuable feedback. I’m glad you found the aspects in the article very useful. I agree that training should be more than compliance and should focus on strategic tools for empowerment and equity. Building a value-driven learning culture truly helps organisations grow.
DeleteThis is an excellent article. You have discussed about how Ethical Training and Development will shape the organizational culture with Harvard Business School discussions. And also, you have discussed Importance of Ethical Training in HRM, and Key Components of Effective Ethical Training. Furthermore, you have discussed about International Perspectives, and Sri Lankan Context with examples which could be a real analysis of how ethics relate to any organization.
ReplyDeleteDilrangi, thank you for your supportive feedback. I appreciate your recognition of how the discussion linked with Ethical Training and Development to shaping organisational culture through Harvard Business School insights. Also, appreciate your observation on the importance of key components in Effective Ethical Training, international perspectives, and the Sri Lankan context. This added real analytical depth to how ethics connect to organisational practice.
DeleteThis is thoughtful insight into how ethical training goes beyond mere compliance to build integrity, accountability, and trust within organizations. I appreciate the balance it strikes between global standards and the Sri Lankan context, showing how ethics programs can be adapted effectively across cultures. The examples of companies like Microsoft and Unilever illustrate how ethics training contributes to better employee engagement and responsible workplaces. It’s a valuable reminder that ethical training is essential for fostering a fair and transparent organizational culture.
ReplyDeleteChanika, thank you for this thoughtful insight. I agree that ethical training truly goes beyond compliance to build integrity, accountability, and trust. The balance between global standards and the Sri Lankan context shows the adaptability of ethics programs. You are correct that the examples of Microsoft and Unilever clearly demonstrate how such training strengthens engagement and supports a transparent culture.
DeleteThe critical role that ethical training and development play in promoting organizational integrity and trust is well-highlighted in this article. In order to decrease misconduct and boost employee confidence, it highlights active learning techniques like leadership engagement, scenario-based exercises, and ongoing reinforcement (Smith and Kouchaki, 2021; Harvard Business School Online, 2023). It is crucial to contextualize ethics programs to fit with cultural and legal contexts, as demonstrated by the integration of international standards and local adaptation, especially in the Sri Lankan context (Paternott and Adikaram, 2014; United Nations Global Compact, n.d.). Although the paper offers thorough advice on how to create and carry out training, it should go into more detail about how to measure the results of ethical training and the long-term effects on corporate culture. Excellent work!
ReplyDeleteSashini, thank you for your valuable comment. I appreciate that you have observed, the article highlights the critical role of ethical training and development in promoting organisational integrity and trust. I am glad that your observation on the Key Components of Effective Ethical Training, such as leadership engagement, scenario-based exercises, and ongoing reinforcement. I also appreciate that you have recognised the importance of adapting ethics programs to fit cultural and legal contexts, especially in Sri Lanka. Also, your point about measuring the results and long-term effects of training is valuable. I am glad to see that you have comprehensively understood the key points of the article.
DeleteYes, Viraj, your post captures a point many organisations still miss: ethical training is not an optional HR activity but a core capability that supports long-term organisational strength. From an HR manager’s view, the real value here is how closely ethical training aligns with Behavioural Ethics Theory and Social Learning Theory. When employees learn through real cases, leadership role modelling, and constant reinforcement, ethics becomes part of everyday behaviour rather than a checklist. This shift is crucial for building psychological safety and preventing hidden misconduct, which can be far more damaging than visible violations. When linked to performance management, talent development, and leadership accountability, ethical training becomes a true governance mechanism. This reflects Strategic HRM, where culture and people capabilities function as key competitive advantages. Your integration of global frameworks such as UNGC, OECD, and ILO with the Sri Lankan context clearly shows how ethical practices must be adapted to local realities to be effective. I liked your highlight that ethical training is not only about preventing misconduct. It is about building an organisation driven by integrity, where trust supports faster decisions, leadership credibility strengthens engagement, and employees feel confident to speak up. In today’s complex business environment, this is no longer just an HR initiative. It is a leadership priority that directly influences organisational resilience, reputation, and long term success.
ReplyDeleteLaura, thank you for your thoughtful and detailed feedback. I appreciate your point that ethical training is important, which supports long-term organisational strength. I am glad that emphasis on role modelling, real cases, and reinforcement resonated with you. Your point on building psychological safety and preventing hidden misconduct is especially important. I also value your recognition of the HRM strategies perspective and the integration of OECD, and ILO frameworks. Your reflections reinforce the value of ethical training as a leadership priority.
DeleteStrong discussion on ethical training as strategic enabler beyond compliance. Your integration of scenario-based learning, leadership engagement, and ongoing reinforcement supported by examples from Unilever and Microsoft effectively demonstrates how contextual ethics programs build integrity and psychological safety
ReplyDeleteLivan, thank you. I agree that ethics training is about more than just following rules. It’s a major help for the company’s success. Thank you for recognising the examples such as Unilever and Microsoft using ethics programs incorporating digital modules, leadership workshops. Effective ethical training requires sensitive design and integration into broader HR strategies. You are correct that Scenario-Based Learning and Leadership Engagement shows how ethics programs really help build honesty, trust, and a safe place for people to work.
DeleteExcellent blog post Viraj! Here you have explored well on role of the ethical training in HRM. Also, you have clearly highlighted on how the ethics goes beyond compliance and playing a central role in shaping organisational culture, leadership behaviour and employee decision making. Here, your effort in connecting global standards with practical Sri Lankan examples is appreciable.
ReplyDeleteSaliya, thank you for your kind words. I am glad you found the article useful. I agree that ethical training truly goes beyond compliance to build integrity, accountability, and trust. Ethical training also helps to promote fair recruitment, performance appraisal, and workers' relations systems. I am glad you found the connection between global standards with practical examples from Sri Lanka to make it relevant. Your comment is very supportive, and it encourages me to continue exploring how ethics can be applied in real workplaces to make a positive difference.
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