Ethical Decision Making in Human Resources Field

Ethical decision-making principles are especially important for Human Resources professionals, who often face complex and sensitive issues that involve the rights and interests of various stakeholders, such as employees, managers, customers, suppliers, regulators and society. Human Resources professionals have a duty to uphold the highest standards of ethical conduct and to promote a culture of ethics within their organizations. Some of the ethical decision-making principles that can guide Human Resources professionals are:

– **Respect for autonomy**: This principle involves respecting the right of employees to make decisions for themselves and to act according to their values and beliefs, as long as they do not harm others or violate the law or organizational policies. This principle also implies respecting the privacy and confidentiality of employees, as well as their consent and preferences regarding their personal and professional information, benefits and career development.

– **Beneficence**: This principle involves doing good or promoting the well-being of employees, as well as other stakeholders who are affected by the Human Resources functions. This principle also implies avoiding harm or minimizing the risk of harm to employees and other stakeholders, as well as providing assistance or support when needed. For example, this principle may involve providing fair compensation and benefits, ensuring a safe and healthy work environment, offering learning and development opportunities, and addressing any grievances or complaints promptly and effectively.

– **Nonmaleficence**: This principle involves not doing harm or inflicting injury to employees or other stakeholders who are affected by the Human Resources functions. This principle also implies preventing harm or reducing the harm that may occur to employees and other stakeholders, as well as compensating for any harm that has been done. For example, this principle may involve avoiding discrimination, harassment, retaliation, exploitation, fraud or any other unethical or illegal practices that may harm employees or other stakeholders.
– **Justice**: This principle involves treating employees and other stakeholders fairly and equitably, according to their rights and merits. This principle also implies distributing benefits and burdens proportionally, as well as correcting any injustices or inequalities that may exist. For example, this principle may involve ensuring equal opportunity, diversity and inclusion in all Human Resources activities and decisions, such as recruitment, selection, performance appraisal, promotion, compensation and termination.

– **Fidelity**: This principle involves being faithful or loyal to employees and other stakeholders who are affected by the Human Resources functions, honoring one’s commitments and promises. This principle also implies being honest and trustworthy, as well as maintaining confidentiality and integrity. For example, this principle may involve keeping one’s word, fulfilling one’s obligations, protecting sensitive information, avoiding conflicts of interest and acting in the best interest of the organization.

– **Veracity**: This principle involves telling the truth or being truthful to employees and other stakeholders who are affected by the Human Resources functions. This principle also implies being accurate and reliable, as well as disclosing any relevant information or facts that may affect employees’ or other stakeholders’ decisions or actions. For example, this principle may involve providing honest feedback, reporting accurate data, admitting mistakes and informing employees or other stakeholders of any changes or issues that may affect them.
– **Accountability**: This principle involves being responsible or answerable for one’s actions and decisions regarding the Human Resources functions. This principle also implies being transparent and open, as well as accepting feedback and criticism. For example, this principle may involve documenting one’s rationale for making decisions, explaining one’s actions to employees or other stakeholders who are affected by them, taking responsibility for one’s mistakes and learning from them.

These are some of the ethical decision-making principles that can help Human Resources professionals to make moral choices and solve ethical dilemmas²³⁴. Of course, there may be other principles that are specific to the context or situation that they face. However, these principles provide a general framework for ethical decision-making that can help Human Resources professionals to act in a responsible and respectful way towards employees and other stakeholders.

—————————————————————————-
Source: Conversation with Bing, 5/5/2023
(1) 5.3 Ethical Principles and Responsible Decision-Making. https://openstax.org/books/principles-management/pages/5-3-ethical-principles-and-responsible-decision-making.
(2) Ethical Decision-Making and the HR Profession. https://www.shrm.org/resourcesandtools/hr-topics/behavioral-competencies/pages/ethical-decision-making-and-the-hr-profession.aspx.
(3) Ethics in Human Resources: 6 Guidelines for HR Teams – Cornerstone OnDemand. https://www.cornerstoneondemand.com/resources/article/ethics-human-resources-6-guidelines-hr-teams/.
(4) 9 Ethics in HRM (Human Resource Management) – Importance & Guidelines. https://bing.com/search?q=ethical+decision+making+principles+in+Human+Resources.
(5) Ethics and Human Resource Management – The Human Capital Hub. https://www.thehumancapitalhub.com/articles/Ethics-And-Human-Resource-Management.
(6) What Is the Role of Ethics in Human Resource Management?. https://www.smartcapitalmind.com/what-is-the-role-of-ethics-in-human-resource-management.htm.

Tags
Sharam Kohan
Sharam Kohan

Sharam Kohan: Biography

Sharam Kohan is a seasoned professional with an extensive background in law, human relations, and organizational leadership. Currently a degree candidate for an LLM at UC Berkeley Law, Sharam brings a unique blend of legal education, hands-on experience, and a deep commitment to social justice and human rights.

With a career that spans diverse sectors, Sharam's expertise extends far beyond the classroom. He has served as a Human Relations Commissioner, contributing his leadership to Alameda County’s Human Relations Commission, where he worked on initiatives to improve community relations and promote equity. His dedication to social change is also evident in his philanthropic efforts as a donor to organizations like FACES SF, which provides vital resources and support to the Bay Area’s underserved communities.

An advocate for labor and employment rights, Sharam holds a specialization in Employment Law from Temple University School of Law, which has furthered his ability to navigate complex legal frameworks. His professional journey includes leadership roles across human resources and operations, where he has honed his ability to manage teams, shape organizational culture, and implement effective strategies that drive success. He also holds SHRM certification, further solidifying his expertise in human resources management.

As a writer and thought leader, Sharam has authored multiple works that delve into complex philosophical and legal topics. His books, Judgment, a Priori Itself and Sartre’s Conception of Freedom, explore the intersections of law, philosophy, and human freedom, blending his academic background with a passion for intellectual inquiry. These works have garnered attention for their thoughtful analysis and exploration of complex ideas, establishing Sharam as a respected voice in both legal and philosophical circles.

Though not a traditional legal scholar, Sharam’s interdisciplinary approach to understanding law and society has made him a sought-after commentator on topics ranging from legal theory to organizational dynamics. His writing can be found on various platforms, including his blog at Harvard, where he shares insights on law, politics, and social issues.

Sharam Kohan is a dynamic and forward-thinking professional with the knowledge, experience, and passion to contribute meaningfully to the legal, social, and business landscapes.

For more on Sharam Kohan’s work, visit his blog at archive.blogs.harvard.edu/kohan and his author pages on Amazon, including Judgment, a Priori Itself and Sartre's Conception of Freedom.

Articles: 222

Related Posts