Essay Sample on HRM: Creating an Ethical Workplace for Optimal Performance

Introduction

One of the significant determinants of success in a firm is the human resource department. The department is concerned with how employees are managed to create a competitive advantage for the firm. Also, human resource managers are tasked with administration, recruitment, training, and even terminating employees' contracts. Therefore, ethical behavior in an organization dramatically influences the relationship between managers and employees and improves the performance of the employees. The essay will evaluate the effectiveness of the human resource department at the ADU, and the recommendations for the function to work on to become more productive.

Is your time best spent reading someone else’s essay? Get a 100% original essay FROM A CERTIFIED WRITER!

Save 25%

Human Resource Function at ADU

Ethics and Fair Treatment Policy of ADU state the commitment of the university in building a favorable environment for students to study through mutual respect and trust. The policy acknowledges the existence of diversity in the workforce. Although diversity is celebrated, fairness is encouraged in the organization. The system aims to prevent any form of discrimination based on the existing differences. The Human resource function is, therefore, tasked with ensuring all the employees in the organization are treated fairly (Jarlstrom, Saru, & Vanhala, 2018). The department has to ensure that the policy achieves its purpose. Through regular review of the system, the effectiveness of the plan can be determined. The department collects, monitors, and analyses information from the university members. The Human resource department also deals with any issue brought up by the staff or students regarding diversity and matters of fair and unfair treatment in the university. At ADU, the Human resource department enforces a policy about diversity and justice in the organization.

The employees of ADU are informed of their rights and responsibilities regarding equality. By communicating ADU's commitment towards equality for everyone, the institution instills a culture of equality and ensuring diversity. The employees' attitude towards ethical behavior is determined by the culture of the organization and how the leaders behave (Wilton, 2016). Therefore, the ADU's employees know their rights and responsibilities towards equality and are likely to follow the ADU's example; uphold and promote justice in all activities regardless of the differences. Also, the employees are informed about harassment and bullying in the institution. Bullying and harassment affect the morale of the employees and cause low job satisfaction. Harassment and intimidation, therefore, have many adverse effects (Wilton, 2016). By the human resource department showing the way forward on how to deal with these issues, the university has a well-motivated workforce.

Moreover, the university recognizes that one of the functions of higher education is to create equal opportunities for everyone and how equal opportunities determine individual performance. The employees at ADU are trained to deal with diversity and the differences in the organizations. People are sometimes discriminated against on the bases of color, national origin, gender, disability, and others. Sometimes specific groups are not protected by the laws; hence, they are mistreated, and the offenders go unpunished (Wilton, 2016). The human resource department at ADU work to avoid this problem by ensuring workers know their rights regarding the university's policy and how to deal with such cases. The ADU is an example of how the human resource function can drive the organization towards the achievement of goals.

Recommendations

The Human resource function at ADU has influenced the performance of the university, but something can be done. Since the goal of the organization is to create equality and give equal opportunity despite the diversity, teamwork should be emphasized. Cooperation creates unity in the organization and ensures the employees are working together towards the achievements of the organization's goals. When there is teamwork in the firm, cases of unfairness are few since the employees understand each other well. A team is more concerned with achieving the goals of the organization rather than the individual goals (Jarlstrom et al., 2018). If ADU encourages teamwork, equality will be upheld in the organization.

Furthermore, the human resource function can improve its performance by the adoption of the most recent technology in the management process. The technology includes the use of management of soft wares and human resource information. Adoption of technology gives the managers time to interact with other employees, measure their performance, and make decisions bout bonuses and remuneration. Also, modern technology can be used to follow management and employees' activities and decisions to ensure there is fairness in the university. The technology can also be designed to include reporting and feedback sections. Unethical behavior that acts against equality will be identified in that way (Jarlstrom et al., 2018). Employees will also be reminded to work following the organization's goals. The use of modern technology will make the human resource function perform better.

Moreover, human resources can use a leadership style that involves interaction between leaders and employees. Such leadership skills include the consultative or participatory style of leadership. An interactive form of leadership will ensure equality for all employees (Jarlstrom et al., 2018). Human resource managers can be able to know how to fairy treat each individual.

Conclusion

Human resource management has promoted equal opportunities for all employees at ADU, regardless of the diversity of the workforce. One way in which this has been achieved communicating to the employees about their rights and duties regarding equality. Also, employees are trained to deal with unfairness to ensure equal opportunities for all. However, something can be done to improve the performance of the function.

References

Jarlstrom, M., Saru, E., & Vanhala, S. (2018). Sustainable Human Resource Management with Salience osf Stakeholders: A Top Management Perspective. Journal of Business Ethics, 152(3), 703-724.

Wilton, N. (2016). An introduction to human resource management. Thousand Oaks, CA: SAGE.