Examine HR’s Contribution to Business Ethics and Accountability
Pressures in today’s workplaces may create an environment characterized by conflicts and potential ethical dilemmas. Additionally, both the internal and external environment may foster the conflicts and economic pressures in the working environment. Occurrence of ethical conflict in the workplace leads to various challenges involving all the stakeholders in the organization. In case of occurrence of conflicts or ethical dilemmas, the human resource manager may play various roles that will lead to the rectification of the situation. Their role is based on the reduction of reputation damage of the entire organization.
First, HR has a role in nurturing the ethical organizational culture. Indeed the ethical tone of any organization is established at the topmost level of the organization. Therefore the basic role of the HR manager is to maintain honesty and integrity in the organization. Secondly, the Hr manager ought to ensure that the staff recruited upholds the ethical tone of the organization. This role functions in reducing the probability of ethical problems occurring in an organization (Benn, Edwards and Williams, 2014).
While handling ethical problems, there is a need for the managers to appreciate the complexities that are involved. This will play a role in the resolution of ethical conflict once it occurs and at the same time dealing appropriately with the aftermath of the ethical conflict. Most importantly it is essential that HR managers develop a global perspective on handling various ethical issues facing the organization. All in all an HR manager ought to uphold and maintain the values of mutual respect, honesty, fair treatment and acknowledging diversity in the organizations (Benn, Edwards and Williams, 2014).
Evaluate Business Performance And The Role Of HR In Business Planning And The Change Management Agenda.
The occurrence of change in each organization is inevitable. Change results in new ideas, solutions, and growth in an organization. Indeed change management takes account of people and their capacity to adapt to the change. For this reason, it is important that HRs accept and embrace the multifaceted challenge that change brings. The reason is that the HR department is about recruiting training and monitoring the performance of the employees. It is important that HR department motivates the employees to undertake the aspects of change anticipated in the organization.
Evidently, anticipating and predicting change is difficult and therefore different organizations uptake different approaches in handling it. In most cases the choices that are presented include adapting to change, anticipating it or combining both approaches. Change is driven by individuals in the organization particularly in the general management. The role of the organizations in organization leadership is to ensure that there is stability in effecting the change accompanied by a smooth transition during the phases of change (Benn, Edwards and Williams, 2014). The HR department facilitates implementation of organization design that will foster the company’s culture and integrity.
As the HR gains expertise in ensuring business intelligence, there is the need to ensure that the process of communication is well established. The HR management ought to share the strategic vision with the rest of the organization. In the same regard, there is need to structure a calendar that has specific milestones of changes in the business (Bratton and Gold, 2017). Step by step implementation of these changes will facilitate the adoption by the employees and other stakeholders in the organization. Depending on the level and stage of change managers should be trained to be good change agents to understand all the aspects of change.
References
Benn, S., Edwards, M. and Williams, T., 2014. Organizational change for corporate sustainability. Routledge.
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
