last seminaar ppt

8/3/2019 Last Seminaar Ppt

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PRESENTED TO PRESENTED BY

MS. SHIVINDER PHOOLKA PRIYA

Ethics in

Human

Resource

Management


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ETHICS

Ethics is considering something to be morally

right or wrong?

Ethics has much to do with moral, social,family values that someone possesses.

Ethically we take care that our actions may

not adversely affect others, if thats notpossible we should focus on minimizing

negative effect of our actions on other

members of society and environment.


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Contd..

Every business has its own ethics, a specific

ethics that draws on general moral principles but

refines and develops these in the light of its own particular goals, requirements, institutions, and

objectives.

Ethics are important not only in business but in all

aspects of life because it is an essential part of thefoundation on which of a civilized society is

build. A business or society that lacks ethical

principles is bound to fail sooner or later.


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NEED OR IMPORTANCE OF BUSINESS

ETHICS Stop business

malpractices

Improve consumer

confidence. Survival of business.

Protecting employees,stakeholders.

Developing good relation between business &society.


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NEED OR IMPORTANCE OF

BUSINESS ETHICS Creating good image

of business.

Smooth functioningof business.

Consumermovement.

Consumersatisfaction

Healthy competition.


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An Aristotelian Take on

Business Ethics Aristotle was the most practical and business-

oriented of all philosophers who asked ethical

questions. He asked some questions some2400 years ago, Aristotle tells us that acts are

not ethical if they are accidental.

He described that our actions cannot be termed

ethical if there is absence of our motive. So its

very much important that there should be our

proper motive behind our ethical actions


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Aristotelian Questions for

Corporate Leaders Am I behaving in a right way?

How would I want to be treated if I were a member of thisorganization?

What form of social contract would allow all our membersto develop their full potential in order that they may eachmake their greatest contribution to the good of the whole?

To what extent are there real opportunities for all employees

to learn and to develop their talents and potential? To what extent do all employees participate in the decisions

that affect their own work?

To what extent do all employees participate in the financialgain resulting from their own ideas and efforts?


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Example of Aristotelian Business

Ethics In 1996, David sun and John Tu, sold Kingston Technology

to a Japanese bank for $ 1.5 billion. They continued tomanage the company and reinvested 50 million incompany. They distributed $ 10 million among their 523

employees, along with sharing 10% of the companysprofits with employees every year.

They told in an interview that money is really notimportant for them, what they care all about is humanbeings.

They also refused to take $ 333 million due after someyears, because in that year company was not in profitsand they let bank to give it in comparison to companyprofits in installments.


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ETHICS IN HRM

Ethics in HRM is adapting ethical practices in

each and every step of the Human resource

management. It means that right from recruitment,

selection, salary & wages, fringe benefits,

separation etc, at every step ethical practices

must be adopted.


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What Shapes Ethical Behaviour

at Work? Individual factors Organizational factors

The bosss influence

Ethics policies and codes The organizations cultureUnethical business environments can:

De-motivate individuals

Make good employees leave the company Attract unethical employees Lead to the lack of trust by the employees for the

company


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UNETHICALHRM PRACTICES

INRECRUITMENT

Recruitment of kith and kin, without assessingtheir abilities.

Recruitment based on getting financial favoursfrom the candidates.

Recruitment of relatives of other employees.

Recruitment based on recommendations of

friend, business associates and other personsclose to the leader.

Recruitment of under-qualified persons due tolack of confidence in oneself.


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UNETHICAL HRM PRACTICES

INRECRUITMENT

Recruitment of over-qualified persons due tomarket recession reducing the number of jobs inthe market.

Recruitment of unethical, tainted people, whowould be ready to carry out the leaders nefariousacts with impunity.

Recruitment of less acceptable men, when there

are better suited women for the job. Employing children, when it is officially banned

by the government.

Giving less than minimum wages fixed by thegovernment.


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UNETHICAL HRM PRACTICES IN

TRAINING Arranging training for only pet employees, whether they

deserve it or not.

Getting outsiders to train when there are several insidepersons qualified and ready and available to impart the

training. Planning training programmes without assessing the

training needs of the employees.

Organizing programmes during peak seasons, whichwould upset the work rhythm needed for achieving thefirms goals.

Getting high profile outsider trainers , in the hope thatthey will in turn call the training manager to theirorganizations for imparting training there.


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TRAINING Starting training programmes in an ill- prepared

manner, because of leaders pressure for showingthe task as completed in the firms annual report.

Extending the training programmes to allow thetrainees to have a relaxed time, despite the factthat their work would be suffering.

Supplying outmoded and old training materials

rendering the training in-effective.

Experimenting with the trainees by asking them toset their own time-table for training.


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ADMINISTRATION Tampering with leave record of employees (this is more

easily possible in large firms).

Playing with employees records by placing adverse remarksin some files, while not in others.

Allowing absenteeism to select few employees on personalconsiderations.

Giving promotion letters to the favorite employee beforegiving to the others and thus making him senior than them(more useful in public sector or government firms, where

even a days seniority matters). Office supply purchase is done by administration and the

manager can find a favorite supplier on grounds of personalfavors.


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ADMINISTRATION

There is a lot of interference from the top management in the

working of administration, which can be used to cover up lapses

of all types, deliberate or those happening by chance.

Administration is given the responsibility of carring out social

commitments of the firm and if these are neglected for monetary

gains, the firm would lose its credibility and its brand equity.

Workers uniforms are part of the responsibility of the

administration as it gives the firm discipline and a distinctive

character and delays in this area cause hardship, bad image. Cleaning of the firms premises is the responsibility of the

administration and an unclean place robs the firms of its

credibility and brand equity.


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ETHICAL ISSUES IN HRM


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Consequences of GoodEthical HRM


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Jet Airways Case

The case is about the retrenchment drama thatunfolded in one of Indias leading aviationcompanies, Jet Airways (India) Limited in Oct2008.

More than thousand employees were laid off in two

days. It was a part of majorCost-cutting exercise to tackle

Global slowdown and price hike of Aviation fuel.

Some Important Issues

Employees were FIRED with no PRIORNOTICE

The entire force of unconfirmed staff was beinglaid off on a 30-day compensation package.

Company took action only against lower staffs.


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Jet Airways Case

Ethical issues.

Where would those 1900 employees go?

Why took action only against lower grade

staffs?

Senior management was very less affected.

Why did the Jet CEO enter the competitive

market, instead of playing down afterforeseeing risks?


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MARUTI SUZUKI CASE

The Manesar factory workers of Maruti Suzukifelt that the Gurgaon factory union does notrepresent them adequately. So they formed a new

union, but management refused to recognize itand FIRED some leaders of new union in June2011. workers went on strike and with the pressure from workers, management recalledFIRED workers.

But problem Again emerged in Oct 2011 whenmanagement asked all workers to sign GOODCONDUCT bond, workers refused to do so.


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MARUTI SUZUKI CASE

Workers were also not happy from 7.5 mint

Tea break.

Management locked down factory andworkers sit on a strike outside factory gate.

Management took the help of police an several

cases were registered against workers.

Then after many days of mediation & due to

pressure from government, finally workers

were agreed to sign the bond.


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MARUTI SUZUKI CASE

Questions For management

If its not unethical to force workers for a goodconduct bond?

Why didnt they pay attention to workers demand of

separate union or more participation in old union? If 7.5 mins break is ethical?

Was police or government intervention wasnecessary?

Questions For workers..

If strike was the only option available to them?

What was their problem in signing a good conductbond?


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Some important Guidelines for Fostering an

EthicalCulture Have a well developed policy and procedures

manual

Enforce policies

Reward compliance

Recruit ethical employees

If possible Create a division to overseeethics(ethics officer).


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CONCLUSION

In the end we can conclude that ethical

practices in human resource management is

very much important, it attracts more & moretalented applicants towards company.

Moreover it creates a good image of the

company in minds of consumers and other

members of the society.

Companies like TATA are at top of ethical

table in INDIA.


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