Essays on Human Resource Management and the Ethics Based on Consequentialism and Utilitarianism Essay

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The paper "Human Resource Management and the Ethics Based on Consequentialism and Utilitarianism" is a great example of a management essay. The basis of Human Resource Management is the fact that it is the organizational function which deals with recruitment, management, development and the motivation of employees. It also serves as a specialized and unique system that provides a functional system for the engagement of employees as well as a managing system that fosters compliance of rules and regulations of employment, the standard of human rights and ethical issues (Armstrong 2006). Human Resource Management abbreviated as HRM is defined as the schemes, systems and policies that influence the behavior, performance, attitude and the mindset of employees.

In order to achieve an outcome that is effective in terms of the actions of individuals and eventually the performance of the organization, the mentioned practices and traditions need to be interlinked with the goals and strategies of the organization. The only way to achieve the preset aims and goals is through human resource practices that incessantly influence the attitude, behaviors and mindset of any employee (Kramar, Bartram, & De Cieri 2011). Linking HRM and ethics, it is quite evident that professionals who are charged with human resources are currently expected to be ethical leaders, mentors, or stewards.

Human resource managers are expected to be the conscious mind of an organization. As it will be discussed in great detail they are expected to advocate for improvements in the practices of an organization (Kramar, Bartram, & De Cieri 2011). The improvements are on the grounds of knowledge and information on ethical theories, awareness of ethics in their realization and application to practices of HRM.

The HR managers who obtain that position presently are expected to have good if not excellent, comprehensive and an understanding of ethics that is critical in order to utilize that knowledge, skill and information to “ advocate improvements to exercise or practice” of Human Resource Management (Kramar, Bartram, & De Cieri 2011, p. 542).

References

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Armstrong, M. (2006). A Handbook of Human Resource Management Practice (10th Ed.). London: Kogan Page.

Banister, R. and Harding, J. (2004). Human Resource Management: An Introduction to the Australian Workplace. Pearson Education, Australia.

Bob K., Crawford, J. and Grant, D. (1999). “Barriers to effective HRM”. International Journal of Manpower, 20(8), 494 -516.

Collings, D. G. & Wood, G. (2009). Human resource management: A critical approach. London: Routledge.

Dessler, G., Griffiths, J. and Lloyd-Walker, B. (2004). Human Resource Management. (2nd Ed.). Sydney: Prentice-Hall.

Greenwood, M.R. (2002). Ethics and HRM: “A Review and Conceptual Analysis”. Journal of Business Ethics, 36(3) 261-278.

Johnson, R. (2003). “HR must embrace ethics”, People Management, 9(1), 3-9.

Klikauer, T. (2010). Critical Management Ethics, Basingstoke (UK): Palgrave.

Kramar, R., Bartram, T. & De Cieri, H. (2011) Human Resource Management in Australia- Strategy, People, Performance (4th ed.), Sydney: McGraw-Hill.

Rowley, C. & Jackson, K. (Eds.). (2011). Human resource management: the key concepts, New York: Routledge.

Stone, R.J. (2006). Managing Human Resources. Sydney: Wiley & Sons.

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