This keeps you safe without even knowing. Ethics is important in this profession because external pressure, fairness issues, and conflicts of interests. External pressure can be the result of employers putting burdening workload on employees or even from customers/clients wanting to meet production goals. Integrity is a person doing what is right whether or not someone is looking. Fairness is binding within this field as a result from the analysis can impact another individual or company.
From the above figure 4.11 we can say that a firm first should analyze the internal factors to get in a position to decide competitive advantage over competitors. Internal assessment consists of analyzing all the departments, examining all the tangible and non-tangible resources available in the department. For example, in marketing department, company need to identify the available task force they have, quality of the product, brand image they carries and what customer services they are providing. Thus, internal assessment consists of exploratory study of quantitative as well as qualitative resources available with the firm. The ultimate aim of an organization is to secure strategic advantage especially in the situation when there are identified
Both concepts work its function when the individual takes actions or acts (ethically) in order to manage ethical issues. Differences • Starts from individual's value which is act upon his actions while performing management duties and responsibilities. • Starts from managers applying internal policies, rules and regulations as well as stipulated government laws to manage ethical issues. • One's ethical values is instilled by his knowledge, mentality, experience, and other factors such as social background. • Ethical values is instilled by myriad rules, regulations, policies and values which is practiced by the company itself.
Liedka (1991) suggested that many managers find themselves forced to choose between preserving their relationship with the firm and following their own values. Tetlock (1992) showed that individuals confronted with complex problems view a justifiable decision as the most socially rational, demonstrating the power of perceived organizational norms. Beu and Buckley (2004) argued that organizations can affect the rules of the game in favour of ethical behaviour by implementing ethics programs. In this study two types of ethics programs are described, Codes of ethics and Values based organizations. In line with this paper, under Codes of ethics the employee is accountable for the organization.
Top-level management’s members hold the responsibilities to conduct ethical training programs. Ethics training is important since employees’ behaviours will reflect ultimately on the business. It also helps employees to identify their ethical thoughts and issues of their decisions and strengthen ethical standards in daily life (Mann, 2017). A company should customize trainings that employees can relate and connect with when they encounter specific situations. Different roles and different departments’ employees carry out different tasks so a general training is not enough to cater the needs of the whole company.
“A human resource system is defined as a set of distinct but interrelated activities , functions and processes that are directed at attracting , developing and maintain a firm’s human resources”. Lado and Wilson (1994, p. 701) 2. “The pattern of planned HR activities intended to enable an organization to achieve its goals.” (Wright & McMahan (1992, p.298). 3. According to (Boxall 1996; Purcell 1996, 1999 a) HRM includes anything and everything associated with the management of employment relations in the firm.
Introduction Human Resource Management (HRM) refers to the management of people in an organization. It involves the integration of Human Resource policies, activities and systems that focus on managing employees in an effective and efficient manner to achieve organization’s goal and success (Byars and Rue, 2006). The purpose of this report is to analyze the importance of HRM in sustaining competitiveness and contributing to the success of the organization. Subsequently, discuss on the main challenge of HRM in today’s rapid changing business environment. Last but not least, suggest and evaluate recommendations to overcome the challenge faced by HRM.
Due to large opportunities and challenges to the managers and decision makers, today’s organization Culture is predominantly dynamic and it is very vital to understand the dynamism to achieve the organizational objectives. There have been a wide researches to explore the impact of organizational culture on human resource management of an organization. Organizational culture is helping to provide opportunity and broad frame for the development of human resources management skills in an organization which is driven by ethical values. An organization can manage the human resource by embedding ethical values in its culture. However, organizational culture could be varied since organizations differ in their cultural backgrounds in terms of beliefs, values and assumptions.
Sometimes employees feel psychological and mental problems which affect their process. An open and transparent system can help an organization to discuss everything in details with the talented employees. Conclusion On the basis of above discussion it can be concluded that it is important to manage the human talent and skills to fill the vacant gaps in the organization. Without talent management the leadership structure of an organization can’t be strong. The talented employees are the core assets of the company and in this century it is equally important to ensure the human talent along with money, infrastructure and other tangible
There is also important question about how we can improve our ability and judgement in our professionals? When it comes to practice, workers very often face with different types of dilemmas and problems. Usually they are about coflicts of interests or offering gifts. Codes of ethics are also important part when we spaek about this topic. In