Ethics in Human

Resource Management
EVTEK International Project Week

07.12.21 Balkov, Cotton, Ferro, Fröberg, Harju, Hirvijoki. Hoskonen, Hämäläinen, Härkönen
 Structure
 Introduction to ethics
 Ethics in worklife
 Ethics in human resource management
 Ethical discipline
 Ethics
what does it really mean?
 Social responsibility vs. ethics

 Social responsibility is one aspect of ethics

 The main difference : business
 Definition: A company's sense of
responsibility towards the community
and the environment
4 Levels of social responsibility
 Proactive stance : Actively seeks
opportunities to contribute
 Johnson&Johnson
 Accommodative stance : responds to

requests
 McDonald’s
 Defensive stance : Does legal minimum

   Wall mart
 Obstructionist stance : Actively avoids

responsibility
 Enron
 Importance of ethics in the
workplace
 Belonging to a group, community
 Commitment and motivation for the job
 Promote a strong public image

It’s the right thing to do !

How does ethics apply?
 Ethical culture in worklife
 Honest communication
 Fair treatment
 Special consideration
 Fair competition
 Responsibility to organisation
 Corporate social responsibility
 Respect for law
 Factors shaping ethical behaviour
at work
 Individual  Organizational
 Everyone’s own  The organisation’s
personal moral culture
philosophy  Co-workers and
 Individual stage of leaders
moral development  Opportunities to be
 Laws and regulations ethical or unethical
 Laws, requirements
and regulations
 Factors shaping ethics in
worklife
 Influence of leaders and managers very
important
 Company’s ethical policies and codes
 Organization’s culture
 Company’s metrics
 Company oriented vs ethically oriented
 Social Responsibility Program

 Operating with good manners, respecting

the social and environmental issues
 Sustainability
 Reporting
 CSR policies
 Internal control
 Diversity in hiring and avoiding
discrimination
 Integrates employees views into decision
making
 Respecting social and environmental issues
 Advanced resource productivity & recycling
Good working conditions
 Ethical HRM

 Staffing and selection

 Training

 Equal Opportunity laws

 Reward and disciplinary systems

 Staffing and selection
 Know your employment law

 Follow the ethical recruitment guidelines

 Use pre-employment information services

 Use reference checking forms

 Training
 To recognize ethical issues

 Use of ethical guidelines to resolve

problems

 Targets and methods of ethical training

 Equal opportunity laws

 Age discrimination
 Disability
 Ethnic/National origin, colour, race,
religion, gender
 Fair labour standards
 Reward and disciplinary
systems
 Performance appraisal

 Appeals and grievance procedure

 Discipline system
 Ethical discipline
 People not employees
 Job description is clear
 ”What to do ” attitude compared to ”Don’t
do this” attitude
 Top managers example
Privacy violations and employer
rights
 E-mail opening and reading
 Illegal control and measuring
 Future vision – employer knows
everything about you
 Drug tests
 Checking backgrounds
 Effective dismissal
 Factors
 Legal and valid reasons for dismissal

 Explain the reasons

 Be firm with your decision

 Process
 Informal action

 Disciplinary meeting

 First written warning

 Second written warning

 Termination interview
 Be straightforward
 Explain the purpose of the interview
 Benefits after losing the job
 Document the exit interview
 Be prepared for questions
 Conclusion
 Motivate and commit

 Individual and organizational factors

 Training and open two-way

communication

 Knowing what to do