ETHICS OF HR

BY: Sharon Swati

Shivangi Srivastava
Shashank Gupta
Sidhartha Saha
Shaun Carlson Marbaniang
 TABLE OF CONTENTS

ETHICS IN HR IMPORTANCE AREA AND

ACTIVITIES TO
01 DEFINITION
02 IMPORTANCE OF
ETHICS IN HR 03 IMPLEMENT
ETHICS AT
WORK PLACE

CODE OF
ETHICS
04 CODE OF ETHICS
FOR HUMAN
05 HR ETHICAL
ISSUES 06 CONCLUSION
RESOURCES
MANAGERS
 01
ETHICS IN HR

DEFINITION
 DEFINITION

“Business ethics are ethics that refer to the moral rules and regulations governing the business world. In
other words, they are the moral values that guide the way corporations or other business make
decisions.”
Ethics in HR means helping an organization embed and uphold its values at all levels in order to
maintain and increase trust. Accountability, or taking responsibility, plays a key part.
02
IMPORTANCE
IMPORTANCE OF ETHICS IN HR
 IMPORTANCE

Treating employees ethically can garner long-term employee trust and loyalty,

which conveys a range of distinct benefits to employers. Loyal employees gain
more experience working with their employers, allowing them to master production
processes and more fully understand the inner workings of the firm
03
AREA AND ACTIVITIES TO
IMPLEMENT ETHICS AT
WORK PLACE
 Staffing and selection
• Fostering the perception of fairness in the processes of recruitment and hiring of people.
• Formal procedures
• Interpersonal treatment
• Providing explanation
• Training
• How to use ethical frameworks (such as codes of conduct) to resolve problems
• How to use HR functions (such as interviews and disciplinary practices) in ethical ways.
 Performance appraisal
• Appraisals that make it clear the company adheres to high ethical standards by measuring and
rewarding employees who follow those standards
• Reward and disciplinary systems.

HR Ethics Activities
• The organization swiftly and harshly punishes unethical conduct
• Workplace aggression and violence
• Taking care that HR actions do not foster perceptions of inequities that translate into
dysfunctional behaviors by employees.
Valuing Human Capital and Employee
Engagement
Traditionally, many companies have viewed employees as a cost centre in relation to the business
and may attempt to minimise costs through tight labour contracts and provision of the bare minimum
of health and safety standards. Ethical human resource management takes the view that employees
are far from a cost but are in fact a unique value adding component of business operations.

Ethical Training
Ethics are based on values, and value systems are fixed at an early age. By the time employers hire
peoples, their ethical values have been established. The critics claim that ethics cannot be formally
"taught", but must be learned by example. Ethics training would be effective because helps
employees to recognize ethical dilemmas and to become more aware of the ethical issues underlying
their actions and it reaffirms an organization's expectations that members will act ethically
04
CODE OF
ETHICS

CODE OF ETHICS FOR HUMAN

RESOURCES MANAGERS
CODE OF ETHICS FOR HUMAN RESOURCE
MANAGERS
• High Standards of Professional and Personal Conduct
• Continuation of Personal Growth in the Field of Human Resources
• Uphold all Laws and Regulations Relating to Employer's Activities
• Maintain the Confidentiality of Privileged Information
• Refrain from Using Personal Position for Inappropriate Gain
05
HR ETHICAL
ISSUES
06
CONCLUSION
Hence,
HR professionals are responsible for adding value to the organizations and serve and contribute
to the ethical success of those organizations. They should accept professional responsibility for
their individual decisions and actions. They also advocate for the profession by engaging in
activities that enhance its credibility and value.
• Ethics -branch of philosophy
• Highest standard of competence,
• Individual leadership,
• Fairness and justice,
• Protect the interest of stakeholders,
• Protect the rights of individuals.
THANK
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