Ethics Report - Functional Area

Ethical Foundation of Enterprise Management
ETHICS IN FUNCTIONAL AREA IN HUMAN RESOURCE

Objectives of the Report
o To discuss the functional areas in human resource
o To explain the ethics in human resource
o Case studies relating ethics in human resource
HUMAN RESOURCE
According to William R. Tracey, Human Resource is "The people that staff and operate an
organization “
Human Resources evolved from the term: personnel, as the functions of the field, moved beyond
paying employees and managing employee benefits.
HUMAN RESOURSE MANAGEMENT
The practice of recruiting, hiring, deploying and managing an organization's employees. Human
Resource is often referred to simply as human resources (HR). A company or organization's HR
department is usually responsible for creating, putting into effect and overseeing policies
governing workers and the relationship of the organization with its employees.
FUNCTION AREAS IN HUMAN RESOURCE MANAGEMENT
• Recruitment and Staffing
Action plan in recruiting staff may include, but may not limited to:
 sourcing for candidates in a creative manner;
 posting open jobs;
 screening resumes and applications;
 conducting telephone interviews;
 scheduling the in house interview;
 providing a tour of the facilities to the final applicants;
 conducting the appropriate background checks;
 recommending the appropriate compensation package;
 making the offer and preparing the offer letter and benefits information;
 conducting the new employee orientation program;
 and making sure that all new hires are enrolled in the company’s benefit
programs.
 Compensation and Benefits

Personnel of the organization consumes the bulk of an organization’s budget.
Managing the payroll, insurance, and retirement of the workforce is a critical role
of HRD areas. Other compensation that is managed by an HRD area includes:
bonuses, commissions, company cars and profit sharing.
COMPENSATION
 Assisting hiring managers with the writing and updating of job descriptions
and maintaining them annually;
 reviewing salary survey data to make sure that the company is paying
employees competitively within the market;
 maintaining internal hierarchy with regards to pay;
 developing and maintaining a salary administration plan for the
organization;
 making recommendations with regards to pay, merit increases, salary
structure maintenance, etc.;
 writing and recommending variable pay plans;
 making sure that the organization is compliant with the various wage and
hour laws;
 implementing and maintaining a creative performance evaluation system
for all employees.
BENEFITS
 Coordination with the benefit brokers to annually review all employer-
sponsored benefit plans for renewal and compliance;
 conducting open enrollment educational meetings with employees;
 making sure that employees are enrolled and terminated from each
benefit program with each vendor, as appropriate;
 assisting managers with accident investigations and the coordination of
workers’ compensation;
 and tracking all paid time off, to include the paperwork for the Family and
Medical Leave Act (FMLA) and other related benefits.
 Training and Development
 Recommends and may create and conduct training and development programs
for the entire organization to include:
o anti-harassment and discrimination avoidance
o diversity
o customer service skills
o business communication skills
 Works with managers to create and implement on-the-job training opportunities
for all employees. Tracks all training programs and employee participation and
follows up with managers and employees to measure utilization of skills learned
as well as evaluating additional training resources or needs.
 Employee Relations
 HR Generalist maintains confidentiality with all employment-related matters
within the organization.
 Promotes an “open door” environment with all employees and is an active
“listener” to their needs and concerns without projecting a bias opinion or
taking ownership for their issue.
 Works with management to proactively resolve employee relations issues,
conducts investigations and makes recommendations for resolution.
 Works with management to document disciplinary actions and makes
recommendation with regards to nonmonetary rewards and recognition.
 The HR Generalist is actively involved in employee terminations and
understands the unemployment claim and appeal process. Most conduct exit
interviews with terminating employees and provide information with regards to
the continuation of benefits after employment
 Risk and Liability

 The human resources department ensures that the workplace is safe, and that all
employees are trained on safety and accident protocol.
 Ensuring that ergonomic work stations maintain compliance with federal and state
regulations is also an important part of this work.
 Human resources staff provide training on safety issues, and they serve as a reporting
hub for accidents, should they occur.
 When an employee is injured in the workplace, then the human resources department
manages the worker's compensation claims, investigates the incident and recommends
changes, if need be.
ETHICS IN HUMAN RESOURCE
REFERENCES:
https://searchhrsoftware.techtarget.com/definition/human-resource-management-HRM
https://www.humanresourcesedu.org/what-is-human-resources/
https://newfocushr.com/2015/04/13/the-functional-areas-of-human-resources/
https://work.chron.com/functional-areas-human-resources-management-1157.html
https://www.slideshare.net/saumyasingh7921/ethics-in-human-resource-management

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Ethical Foundation of Enterprise Management

ETHICS IN FUNCTIONAL AREA IN HUMAN RESOURCE

 Compensation and Benefits

 Risk and Liability

ETHICS IN HUMAN RESOURCE

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