Human resource professionals always strive to hire employees who fit the organization's culture and advertised job description (Wilton, 2020). The contemporary business world requires human resource officers to be professional and be guided by the Human Resource Principles during the hiring and selection of candidates. Also, HR officers are always faced with maximum ethical challenges and can affect the personnel hiring and selection process.
Ethical Challenges Presented By the HR Management Situation
The ethical dilemma presented by this situation is related to the employment issue. The C.E.O will impair the selection process and recommend the young woman because she is her crush. As an HR officer, the ethical dilemma I will face is the pressure to hire the C.E.Os favorite candidate to fill this vacant position and dismiss the qualified man who has extensive experience, knowledge, and merit to fill the vacant technical position. Armstrong (2020) asserts that hiring that is not completive will usually attract incompetent workforce who are lazy and unproductive in the long run.
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Workplace relationships are prohibited by the HR code of ethics and can negatively impact the employee's work productivity. The ethical implication I will take is to adhere to the Human Resource Code of ethics and principles by hiring a man who has eight years of experience and extensive education. From my perspective, I know that the C.E.O will be furious because I never hired her crush. Hiring qualified employees will benefit the organization's reputation and competitiveness (Wilton, 2020). If I never acted ethically by hiring based on experience and merit, the board of directors could audit and question the criteria I took to hire the woman and dismiss the man. If the board discovers that I acted unethically, I will be liable for disciplinary actions and even dismissal.
Key Ethical Factors Considered In the Formulation of a Proposed HR Solution
The first key ethical factor I will recommend is that the hiring of employees must be always based on the experience and extensive education the candidate has. When employees have the right experience and education, they perform their assigned tasks without many challenges and offer excellent solutions to business problems (Martocchio, 2017). The second ethical factor I will recommend is that all the hiring process should not be impaired by the superiors i.e. the C.E.O and Board of Directors; hiring must be left to HR professionals. The third recommendation is those workplace relationships are prohibited and the fourth recommendation is that gender balance in hiring must have adhered to.
The reasoning behind the recommendations is to see a human resource working environment free from pressure from my superiors to hire their favorite candidates. Secondly, the organization must have competitive hiring of personnel based on their agility, merit, education, and extensive experience related to the vacant position. Martocchio (2017) argues that competitive hiring attracts expert talent that offers high productivity and expert solutions to business problems. Thirdly, I want to see an organization from workplace intimate relationships that can negatively impact their work productivity. Finally, I want to see a work environment that advocates for gender balance in the hiring process.
Legal Consideration for the Selection Function Presented By the HR Situation
Hiring the woman due to the pressure from the C.E.O may result in lawsuits from the qualified man ( Wilton, 2020). Employment law will enable the qualified man to file a lawsuit at the Employment court. The plaintiff will tell the court that the organization hired the woman due to the influence of the organization’s C.E.O and that he was more qualified more than the lady. The court may necessitate the Board of directors to audit the hiring process. If found that the HR officer and the C.E.O were guilty, disciplinary actions precede.
My Role as HR Practitioner in Advancing a Proposed HR Solution
Firstly, I will use the leadership skills I have e to confidently schedule a meeting with my C.E.O and discuss the recommendations I have concerning the proposed HR solution to the company. Armstrong (2020) asserts that leadership skills help a manager to confidently face superiors and offer holistic solutions to the business problem experienced. At the meeting, I will discuss with the C.E.O the need and importance of redrafting the organizational Human Resource policy manual to offer pertinent solutions in my department. I will also use negotiation skills to negotiate with the Board of directors through the C.E.O concerning the recommendations I have. Lastly, because employees are change agents, I will communicate and hold a consultative meeting with them and ensure win-win negotiation is achieved.
Application of SHRM Behavioral Competency to Solve HR Challenge
Leadership (leadership & navigation, ethical practice) behavioral competency is applicable to solve the HR challenge I am facing. SHRM behavioral competencies help HR professionals to critically examine the challenge and provide reliable and precise solutions to the business (Watten, 2020). Firstly by utilizing leadership skills, I will use change management skills to advise the C.E.O on the benefit of change. Secondly, I will navigate by creating the best course of action for the HR challenge. Thirdly, I will apply ethical practice principles to enhance adherence to good ethics in the business work environment. I will ensure that hiring, selection, training, and development adhere to the HR policy manual. This will benefit the business in terms of attracting a competent workforce and enhance its competitiveness in the industry.
References
Armstrong, M. (2020). Armstrong's handbook of human resource management practice . Kogan Page.
Martocchio, J. J. (2017). Strategic compensation: A human resource management approach . Pearson.
Wilton, N. (2020). An introduction to human resource management . SAGE Publications Ltd.
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