Ethics and Human Resources Management Paper Example

1.0 INTRODUCTION AND STATEMENT OF THE PROBLEM

The recognition of the importance of people within the organizations has been a source of much interest, often required results, efficiency, and effectiveness without considering one's feelings, thoughts and contributions, that is why due to the advancement of technology over processes of human resources, globalization and new ways of managing companies, the management of human talent has become a challenge in companies from since. Nowadays, what differentiate one company from another is the people who make it up becoming a competitive advantage because they participate in their knowledge, skills, and competencies. The management of human talent has evolved with the appearance of new techniques as it is the Management for Labor Competencies as an integral model of management that provides answers to the needs of companies.

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

Save 25%

The Labor Competences emerged in the 70s as a result of the research by David McClelland, today the experiences of application of model have served to improve productive and administrative processes with the identification of functions or positions. Human capital and competency management in today's business are not the same, the changes that arise daily in the world influence notoriously in the daily actions of the organizations, with this, each component of the Companies must be molded to optimally adjust to these changes. Each productive factor must work effectively in the achievement of the objectives that these changes entail; this is where the study of human resource gets to be done as that of human talent, this factor must be considered to be of real importance as it increases their capacities and raise their skills to the point that they are able to fend for themselves and deliver the best of their work, feeling satisfied with what they do. The greatest strength that human talent possesses is: knowledge, the skills that are part of people, their health and the quality of work habits, is also considered important for the productivity of modern economies since this is based on creation, dissemination, and use of knowledge. Although before it was considered that the priority was economic development today is different since the link between Education and economic progress is essential. The growing importance of Human talent has become a strategy for companies.

2.0 LITERATURE REVIEW

In every organization there are many elements that must be well coordinated to achieve the objectives of the same; an organization is what those people make of it. Organizational objectives are given by competitiveness, new markets, the permanence in the market, etc. Instead, the personal issues objectives go beyond materials, and they are security needs, social, physical, self-esteem, power, etc. The success of an organization is in complementing the organizational objectives and individual objectives, so people are willing to make investments such as good performance, creativity, compliance with standards, value-generating, in turn, the organization will pay with remuneration, compensations, training, and others

2.1 Benefits

In order for an organization to be more efficient and effective, it must adopt new values, seek solutions, manage instilling leadership participation and not obedience, design more horizontal flowcharts, and listen to the workers at the operational levels, make workers part of the decision process, taking into account that the person who best knows the company is the personnel.

2.2 THE COMMUNICATION KEY FACTOR OF HUMAN TALENT

Communication is a set of messages that are exchanged between two or more people, one being the one who transmits the message and the other who receives the message. Communication is a key in organizations representing 75% of each working day. Communication is the essence of successful teamwork. The effective communication is the beginning of the road to understanding, interpretation, and action. On the other hand, faulty communication can lead to lack of mutual understanding, misunderstandings and eventually inaction or inappropriate action.

Communication elements

• An issuer - The person who transmits the message
• A receiver - The person who receives the message
• Information - Message given by the issuer.
• A means - The channel via which the message is issued, can be: oral, written, by signs, etc.
• A feedback - It is a key indication to the issuer of whether the recipient captured the message correctly.

Levels of communication

In a company, different levels of communication coexist the vertical communication, between different levels of hierarchies and, horizontal communication, on the same level, between pairs. These levels are developed by following formal channels (the organization charts) through meetings, and interviews, and informal, through casual meetings, or not following the formal hierarchical ways. True communication involves the process of listening, analyzing and ensuring proper comprehension. In conclusion, listening is the process of devoting one's attention, for what is important.

2.3 ETHICS IN COMPANIES

Ethics are understood as the problems, decisions or acts that contain topics such as good versus evil, impartiality versus partiality or justice in the face of injustice, that is, in those discrepancies with respect to which it is the course of action or right decision, or ethical, to follow. Descriptive ethics details what managers effectively do in function of their ethics or their acts and decisions regarding their ethical character. The Regulatory ethics is what managers should be doing to strengthen their own ethics and the ethical environments of the organizations. The four social responsibilities of the companies must be mentioned and they include being profitable, abiding by the law, having ethical practices and being philanthropic to corporate citizens. From the moral perspective, managers must be ethical for some reasons:

• Shared values create trust.
• Congruence leads to predictability in planning and whatever is predictable is essential for crisis management.
• Companies are worth what their staff is worth.
• The security in such a reward generates loyalty
• Consumers care about values.
• Ethical leadership prevents oppressive regulation.
• Effective societies depend on common values.
• Ethics is a form of insurance.

Being ethical is in the interests of organizations and managers. The long-term benefits are to prevent managers and the company from having problems of costly and long-lasting litigation or a state intervention in regulatory provisions and thus very important reasons for them to behave ethically.

Ethics and human processes

It is the process that seeks to understand the strengths and limitations of the organization as opposed to opportunities and threats that are present in the environment; it is necessary that the company define the being and must resolve a way to achieve it, the result demands to establish the form of deploying the strategy primarily through four elements related to human resources management, leadership, and direction, design of organization and work, allocation of resources, management systems. Human resource processes must respond not only to the demand of organization but also to the individual needs of the members of the company, that is to say, that the human talent management system should be constituted by a series of link processes between the requirements of the organization and individual needs. A series of pertinent considerations must be incorporated into the responsibilities of the management of human processes in the company such as principles of perfect equity, necessity, merit and achievement, contribution and effort. In accordance with the traditional management approach of human resources based on merit, the current and potential contribution of the individual, incorporate the dimension of social responsibility of the company where necessity and effort are outstanding elements.

The human resources administrator is the one who makes the practices effective. Besides, their fundamental commitment is to align the needs of the organization expressed in the business strategy with the needs of staff and employees through the management processes. The social responsibility and ethical conduct of companies belong to the human resources administrator and his agenda should include a change of the organizational culture, reinforced by processes and practices of personnel in order to evolve towards an ethically responsible corporation.

2.4 The Management of Human Talent.

The administration of human talent has evolved as the globalization advances, researching and accumulating experiences that are contributing to the formation of a set of knowledge that helps direct the staff, to make it more efficient and effective. Human Talent Management consists of planning, organization, development and coordination, as well as control of techniques, capable of promoting the efficient performance of personnel, while at the same time encouraging the human talent not only in the professional and economic field, but also in the social, cultural, tourist and sports areas, as they are part of their lives. They will have a better performance since an employee who you feel at ease in your work environment will work much better with a great quality of work.

2.4.1 General definition of Human Talent.

Human talent

This is the ability of a person to understand intelligently, the way to solve problems in a given occupation, assuming their competencies (skills, knowledge, and attitudes). This is the investment that the company makes in training the personnel as means to achieve the general objective of increasing productivity.

2.4.2 Objectives of the Human Resources Management.

The objectives vary depending on each organization. Some of the vital ones in all the organizations are:

• Providing the welfare company officials with an adequate remuneration according to their competences.
• Providing the necessary human talent to each process in order to support the different functions and activities that develop.
• Contributing to the success of the organization.
• Supporting the ambitions and development of those who make up the company.
• Guarantee an adequate work environment that contributes to the continuous improvement of the company.
• Motivate employees so that they acquire a commitment to the company and get involved in it.
• Compliance with the regulations of the company and current legislation.

Human Talent Mission

Achieve satisfaction and meet the needs of the internal client, providing advice, support, training, motivation, and quality in a timely manner. In addition, developing and implementing prospective strategies to achieve the objectives of the company and make employees and workers qualified people, trained and committed to the values, should be the principles and objectives of the company.

Business Strategy

It is the means through which the company designs and fully utilizes its structure, processes, skills, and resources in a way that allows you to take advantage of the opportunities of the environment and reduce the threats. Determine the most appropriate orientation of each of the processes of management of human resources according to the different strategic options of the company. Define the strategy in which the organization can obtain advantages competitive through the performance of selected human resources.

2.4.2.1. Recruitment and staff selection

Recruitment

Set of procedures used to capture several candidates for the determined position in the organization. It is essential to know the function for which you are going to hire someone; on the other hand, it is useful in making a good description of the position. The key to obtaining a motivated team is to attract the right people. Wh...