Ethics HRM

HRM Blog Ethics Professionals

                With the increasing changes and more involvement from HR professionals  and being tasked with assisting an organization with their long-range planning and their strategic goals there can be concerns for HR professionals regarding failure. It has been often common for employees to see HR professionals as their go to addressing their concerns and looking for resolutions to any problems or concerns they  have as an employee, but the HR professional is often there to assist in protecting the company or organization with their plans or goals. This leaves the HR professional in the position of being an outlet for the employee but still protecting the business and executing on the organization’s strategic goals.

Ethics

                The human resource management (HRM) deals with the future, technologically fluidity, workforce demographic changes and shifting worker values (Dyer & Ericksen, 2005).  HRM is a change from the traditional look or approaches to HR and   force HR professionals to focus on the changes and challenges they  are currently facing and may face in the future. The fears that HR professionals have come from the changes to how they must approach their roles and keeping up with  the changes  to how they must approach their position and roles. If you are an HR professional that has been working in HR for over ten years it is important to continuously learn about the changes in HR and what the current demands are to understand what new technology and what the changes are in the work force to stay relevant and to be an expert for your organization.

                It is not longer enough to just simply have a degree or graduate degree in HR to be qualified or to compete  with other HR professionals. Organizations are looking for candidates that hold years of experience, degrees and SHRM  certifications to demonstrate their knowledge and that you are keeping up with the current demands of the industry.  One way for an HRM team to gain support for their strategic proposals is to implement performance measurements that will assist in gathering data that will  show direct data that can assist in explaining why a plan or policy is being put in place. For organizations their biggest assets are their employees and they can be their biggest cost so for HRM to put together strategies to help management them and put plans in place will help to back them up into the reasons why  they have chosen certain plans (Pfeffer, 2005).

References

Dyer, L., & Ericksen, J. (2005). In pursuit of marketplace agility: Applying precepts of self-organizing systems to optimize human resource scalability. Human Resource Management, 44(2), 183–188.

Pfeffer, J. (2005). Producing sustainable competitive advantage through the effective management of people. Academy of Management Executive, 19(4), 95–106.