-75%
Solution
People management is composed of ethics and professionalism which helps to shape the behaviour and practice of the HR professional. The term ethics pertains to the moral rules of making decision and being secure in the workplace, emphasising fairness, integrity, and valuing of people (CIPD, 2024). It guarantees that the HR practices contribute to fair treatment of employees and create trust among them. On the other hand, professionalism is the set of standards of conduct and performance expected from HR professional such as reliability, accountability and strict following of legal and organisational regulation. Ethics and professionalism combined embody the basis of effective people management that fosters workers’ well-being and success of the organisation. The need for ethical practices is ensuring that organisations are as employer brand and appropriate value proposition. Also, since there are regulations and policies set in a business environment, the ethics ensure an organisation is not contrary to these expectation successfully.
Assessing the Nature of Ethics in People Practice
An application of ethics for people practice is critical for maintaining a just, transparent and respectful work environment. HR ethics refers to the set of ethical principles such as honesty, integrity, and respect to the people that govern how people are managed from the time they are hired all through handling performance or resolving conflict. Ethics impacts outcomes in the workplace and career for HR professionals often dealing with the complexities in the workplace. For example, ethical recruitment practices ensure biases do not happen, ensuring clear communication and equal decision making which encourages trust within the organisation. Bosley (2023) report that increased employee satisfaction is found among of organisations that emphasise on ethics as employees are regarded and respected in a fair and inclusive environment. An ethics audit is a great tool for people managers to check whether their behaviour is aligned with the organisational values and ethical standards. It is a process of checking the current policies, procedures and practices, to see if they align with well-established ethical principles. Managers can assess whether their policies support inclusion, equal opportunity, and respect, by carrying out an ethical audit. In addition, surveys or feedback sessions also offer an opportunity to employee’s voice, listening to their concerns over ethical violations which might never be heard otherwise. According to CIPD (2024), organisations that are perceived as ethical will attract more employee engagement which in turn indicates employee retention and loyalty with the organisation.
However, while the ethics commitment is noticeably consistent across people management, there may be some challenges such as the conflicting interests which may arise, especially on budget constraints or employee welfare. HR professionals may find themselves in an ethical dilemma encounter, having to balance organisational interests with a fair treatment, transparency, and respect (CIPD, 2022). For example, during layoffs it is important that managers communicate with those affected in a compassionate and respectful way, helping them transition on from the company. These ethical standards guide managers through these hard decisions, so they stay fair and still professional, even in challenging times.
Assessing the Nature of Professionalism in People Practice
CIPD (2017) explains that professionalism in people’s practice involves high standards of behaviour and competency, reliability, accountability and respect in HR functions. Professionalism is vital in people management as it allows an environment for employees to feel safe, respected and valued. This extends beyond dictating to organisational guidelines, and comprises values, continuous learning and clear and transparent communication. Harrison (2016) note that HR professionals who act professionally not only show moral practices but also serve as an example of ethical practices to employees. This may also entail a commitment to legal compliance and regulatory standards such as GDPR and labour laws. Staying updated on the current regulations and policies meant for HR professionals helps them maintain professionalism in every activity they carry out. This may involves handling sensitive employee information, holding performance discussions in manner that maintains confidentiality, and giving constructive feedback, with respect and empathy. This professionalism ensures employees’ sense of security and trust, and helps build an organisational culture that is supportive for both employers and employees.
However, professionalism in people management can lead to various challenges. For instance, the pressure…….
Please click the following icon to access this assessment in full
