Ethical considerations
Human resource managers are faced with a number of issues in their managerial and operational roles. Some of these issues relate to ethics and diversity. One of the ethical issues that human resource managers must address relates to employee remuneration. According to Aswathappa (2005, p. 533), remuneration is one of the issues that employees are concerned with. Therefore, human resource managers have the responsibility of ensuring equity in remunerating employees. For example, they should ensure that the remunerations are inline with the employees’ output.
In addition, there should be no discrimination in terms of employees’ remuneration. For example, female employees should not be paid a lesser amount compared to their male counterparts, yet they are performing the same job. Despite the existence of differences in a work environment with regard to remuneration, human resource managers should explain to the other employees the ethical reasons upon which the differences are based.
Another ethical issue that human resource managers should consider is performance appraisal. To ensure that employees are satisfied with their firms, human resource managers should develop a program that enhances employee development. One of the ways through which this can be attained is by ensuring promotion opportunities. The promotion should be based upon a comprehensive performance appraisal. The appraisal should not be biased in any way, for example, due to the existence of the difference between the employee and the one undertaking the appraisal. However, the equity should be ensured.
Diversity considerations
According to Mathis and Jackson (2008, p.151), human resource managers face a number of challenges due to the existence of diversity amongst the employees. One of the challenges posed by diversity arises from differences such as a result of differences in culture, religion, race, and ethnicity, which result in different beliefs and value systems amongst the employees. If such differences are not effectively managed, conflicts amongst the employees may arise, leading to a decline in the employees’ level of productivity. The resultant effect is that the operational efficiency of the firm is negatively affected.
Human resource managers also have to deal with differences arising from age differences, sexual orientation, gender, and disability. These differences may hinder employee cooperation and hence affecting teamwork in the firm. In addition, these differences may also result in discrimination.
Recommendations
To deal with these issues, it is important for human resource managers to consider the following recommendations.
- Ensure equity in the employees’ remuneration. To achieve this, human resource managers should undertake collective bargaining with the employees in developing the remuneration scheme. Additionally, human resource managers should consider integrating other benefits and incentives in the employees’ remuneration scheme.
- Promotions should be based on merit. This can be attained by eliminating bias in their performance appraisal processes.
- Human resource managers should also develop strategies that enhance unity amongst the employees despite their differences. This can be attained by appreciating the existence of differences amongst the employees in order to develop a comprehensive understanding of the employees.
To promote teamwork in their firms, it is important for the human resource manager to develop a mentoring program that helps the employees also to appreciate the differences amongst them. This will significantly improve employee cooperation.
Reference List
Aswathappa, K. (20005). Human resource and personnel management; text and cases. New Delhi: Tata McGraw-Hill.
Mathis, R. & Jackson, J. (2008). Human resource management. Mason, OH: Thompson.