Human Resource Management 1 ELEVENTH EDITION GARY DESSLER (2022)

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Human Resource Management 1 ELEVENTH EDITION GARY DESSLER Part 5 | Employee Relations Chapter 14 Ethics, Justice, and Fair Treatment in HR Management Power. Point Presentation by Charlie Cook The University of West Alabama

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Ethics and Fair Treatment at Work • The Meaning of Ethics Ø The principles of conduct governing an individual or a group. Ø The standards you use to decide what your conduct should be. Ø Ethical behavior depends on a person’s frame of reference. • Ethical Decisions Ø Normative judgments- Good bad, right wrong, better or worse. Ø Morality- Society’s accepted standard of behavior. © 2008 Prentice Hall, Inc. All rights reserved. 2

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FIGURE 14– 1 The Wall Street Journal Workplace. Ethics Quiz Note: The spread of technology into the workplace has raised a variety of new ethical questions, and many old ones still linger. Source: Wall Street Journal, October 21, 1999, pp. B 1–B 4. Reproduced with permission via Copyright Clearance Center. © 2008 Prentice Hall, Inc. All rights reserved. 3

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TABLE 14– 1 Specific Observed Unethical Behaviors Abusive or intimidating behavior toward employees 21% Lying to employees, customers, vendors, or to the public 19% A situation that places employee interests over organizational interests 18% Violations of safety regulations 16% Misreporting of actual time worked 16% E-mail and Internet abuse 13% Discrimination on the basis of race, color, gender, age, or similar categories 12% Stealing or theft 11% Sexual harassment 9% Provision of goods or services that fail to meet specifications 8% Misuse of confidential information 7% Alteration of documents 6% Falsification or misrepresentation of financial records or reports 5% Improper use of competitors’ inside information 4% Price fixing 3% Giving or accepting bribes, kickbacks, or inappropriate gifts 3% Source: From 2005 National Business Ethics Survey: How Employees Perceive Ethics at Work, 2005, p. 25. Copyright © 2006, Ethics Resource Center (ERC). Used with permission of the ERC, 1747 Pennsylvania Ave. , N. W. , Suite 400, Washington, DC 2006, www. ethics. org. Reprinted in O. C. Ferrell, John Fraedrich, and Linog Ferrell, Business Ethics (Boston: Houghton Mifflin, 2008) , p. 61. © 2008 Prentice Hall, Inc. All rights reserved. 4

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(Video) Introduction to Human Resource Management chapter #1

Ethics and Fair Treatment at Work (cont’d) A behavior may be legal but unethical. Ethics and the Law A behavior may be illegal but ethical. A behavior may be both legal and ethical. A behavior may be both illegal and unethical. © 2008 Prentice Hall, Inc. All rights reserved. 5

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Ethics, Fair Treatment, and Justice Components of Organizational Justice Distributive Justice © 2008 Prentice Hall, Inc. All rights reserved. Procedural Justice Interactional (Interpersonal) Justice 6

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JUSTICE: Fairness – Results – Assumed or implied balance of fairness and equality Commutative Justice – Attempting to give all parties equal treatment without unique differences being considered. Distributive Justice – Allocation of justice that takes into consideration individual differences Example: ADA – American’s with Disabilities Act – passed in 1990 © 2008 Prentice Hall, Inc. All rights reserved. 7

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FIGURE 14– 2 Perceptions of Fair Interpersonal Treatment Scale Source: Michelle A. Donovan et al. , “The Perceptions of Their Interpersonal Treatment Scale: Development and Validation of a Measure of Interpersonal Treatment in the Workplace, ” Journal of Applied Psychology, 83, no. 5 (1998), p. 692. © 2008 Prentice Hall, Inc. All rights reserved. 8

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What Shapes Ethical Behavior at Work? Individual Factors The Organization’s Culture Ethical Policies and Codes © 2008 Prentice Hall, Inc. All rights reserved. Ethical Behavior At Work Organizational Factors The Boss’s Influence 9

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FIGURE 14– 3 How Do My Ethics Rate? Source: Adapted from A. Reichel and Y. Neumann, Journal of Instructional Psychology, March 1988, pp. 25– 53. With permission of the authors. © 2008 Prentice Hall, Inc. All rights reserved. 10

(Video) Human Resource Management - Gary Dessler || Chapter 7 Interviewing Candidates

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TABLE 14– 2 Principal Causes of Ethical Compromises Senior Mgmt. Middle Mgmt. Front. Line Supv. Prof. Non. Mgmt. Admin. Salaried Hourly Meeting schedule pressure 1 1 1 Meeting overly aggressive financial or business objectives 3 2 2 2 Helping the company survive 2 3 4 4 3 4 Advancing the career interests of my boss 5 4 3 3 4 5 Feeling peer pressure 7 7 5 6 5 3 Resisting competitive threats 4 5 6 7 Saving jobs 9 6 7 7 7 6 Advancing my own career or financial interests 8 9 9 8 Other 6 8 8 9 Note: 1 is high, 9 is low. Sources: O. C. Ferrell and John Fraedrich, Business Ethics, 3 rd ed. (New York: Houghton Mifflin, 1997), p. 28; adapted from Rebecca Goodell, Ethics in American Business: Policies, Programs, and Perceptions (1994), p. 54. Permission provided courtesy of the Ethics Resource Center, 1120 6 th Street NW, Washington, DC: 20005. © 2008 Prentice Hall, Inc. All rights reserved. 11

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Employees and Ethical Dilemmas • Questions employees should ask when faced with ethical dilemmas: Ø Is the action legal? Ø Is it right? Ø Who will be affected? Ø Does it fit the company’s values? Ø How will it “feel” afterwards? Ø How will it look in the newspaper? Ø Will it reflect poorly on the company? © 2008 Prentice Hall, Inc. All rights reserved. 12

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What Is Organizational Culture? • Organizational culture Ø The characteristic values, traditions, and behaviors a company’s employees share. • How is culture is revealed? Ø Ceremonial events Ø Written rules and spoken commands Ø Office layout Ø Organizational structure Ø Dress codes Ø Cultural symbols and behaviors Ø Figureheads © 2008 Prentice Hall, Inc. All rights reserved. 13

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Human Resource Management’s Role in Promoting Ethics and Fair Treatment Ethics Training Selection Performance Appraisal Workplace Aggression and Violence © 2008 Prentice Hall, Inc. All rights reserved. HRM–Related Ethics Activities Reward and Disciplinary Systems HR’s Ethics and Compliance Activities 14

(Video) HRM CH16--Managing Human Resources Globally

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FIGURE 14– 4 U. S. Data Trust Web site Source: Reprinted with permission of U. S. Data Trust Corporation. www. USData. Trust. com/company. © 2008 Prentice Hall, Inc. All rights reserved. 15

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Employee Discipline and Privacy Fair and Just Discipline Process Clear Rules and Regulations © 2008 Prentice Hall, Inc. All rights reserved. A System of Progressive Penalties An Appeals Process 16

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Restrictions on Workplace Monitoring • The Electronic Communications Privacy Act (ECPA) Ø Restricts employer interception and monitoring of oral and wire communications. v “business v “consent purpose exception” • Common law Ø Provides protections against invasion of privacy. © 2008 Prentice Hall, Inc. All rights reserved. 17

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FIGURE 14– 8 Sample Telephone Monitoring Acknowledgement Statement Source: Reprinted with permission from Bulletin to Management (BNA Policy and Practice Series) 48, no. 14, Part II, (April 3, 1997), p. 7. © 1997 by The Bureau of National Affairs, Inc. © 2008 Prentice Hall, Inc. All rights reserved. 18

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(Video) Staffing and Human Resource Management

The Plant Closing Law • WARNA - Worker Adjustment and Retraining Notification Act (1989) Ø Requires employers of 100 or more employees to give 60 days notice before closing a facility or starting a layoff of 50 people or more. Ø The law does not prevent the employer from closing down, nor does it require saving jobs. Ø The law is intended to give employees time to seek other work or retraining by giving them advance notice of the shutdown. © 2008 Prentice Hall, Inc. All rights reserved. 19

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Layoffs and Downsizing • Bumping/Layoff Procedures Ø Seniority is usually the determinant of who will work. Ø Seniority can give way to merit or ability. Ø Seniority is usually based on the employee’s hiring date, not the date he or she took a particular job. Ø Companywide seniority allows an employee in one job to bump or displace an employee in another job. © 2008 Prentice Hall, Inc. All rights reserved. 20

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Layoffs and Downsizing • Alternatives to Downsizing Ø Voluntarily reducing employees’ pay. Ø Concentrating employees’ vacations. Ø Taking voluntary time off. Ø Releasing temporary workers. Ø Offering early retirement buyout packages. © 2008 Prentice Hall, Inc. All rights reserved. 21

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Adjusting to Downsizings and Mergers • Reduction in Force Guidelines Ø Identify objectives and constraints. Ø Form a downsizing team. Ø Address legal issues. Ø Plan post-reduction actions. Ø Address security concerns. © 2008 Prentice Hall, Inc. All rights reserved. 22

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Adjusting to Downsizings and Mergers (cont’d) • Guidelines for treatment of departing employees during a merger: Ø Avoid the appearance of power and domination. Ø Avoid win–lose behavior. Ø Remain businesslike and professional. Ø Maintain a positive feeling about the acquired company. Ø Remember that how the organization treats the acquired group will affect those who remain. © 2008 Prentice Hall, Inc. All rights reserved. 23

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KEY TERMS ethics code distributive justice procedural justice interactional (interpersonal) justice organizational culture nonpunitive discipline Electronic Communications Privacy Act (ECPA) dismissal © 2008 Prentice Hall, Inc. All rights reserved. wrongful discharge unsatisfactory performance misconduct insubordination termination interview outplacement counseling exit interviews bumping/layoff procedures downsizing 24

(Video) Chapter 7 HRM Lesson 1 movie

FAQs

What is Human Resource Management * Your answer? ›

Human resource management is the strategic approach to nurturing and supporting employees and ensuring a positive workplace environment. Its functions vary across different businesses and industries, but typically include recruitment, compensation and benefits, training and development, and employee relations.

What is Human Resource Management Gary Dessler? ›

Gary Dessler states, “Human resource management is the process of acquiring, training, appraising and compensating employees and attending to their labor relations, health & safety, and fairness concerns.”

What is the summary of human resource management? ›

Summary. Human resource management refers to the process of recruiting and developing a company's workforce. The HR department is concerned with identifying talent gaps in a company, advertising for positions, evaluating potential candidates, and hiring top talent.

What are the 7 major HR activities PDF? ›

Recruitment & selection, performance management, learning & development, succession planning, compensation and benefits, Human Resources Information Systems, and HR data and analytics are considered cornerstones of effective HRM.

What is human resources PDF? ›

• The process of employing people, developing their resources, utilising, maintaining & compensating their service in tune with the job & organisational requirements with a view to contribute to the goals of the organisation, individual & the society. DEFINITION.

What are the 4 types of HR? ›

Types of Human Resources Management Jobs
  • Recruitment and Selection. Human resource management jobs include professional recruiters who filll vacancies within an organization. ...
  • Compensation and Benefits. ...
  • Health and Safety. ...
  • Labor and Employee Relations. ...
  • Training and Development. ...
  • Risk Management. ...
  • Managers and Directors.

Who is the father of HRM? ›

From being recognized as the “Father of modern HR” to being ranked as #1 educator & management Guru, Dave Ulrich is one of the world's leading business thinkers who have made a significant impact on the HR industry.

Why human resource management is important nowadays? ›

HR management helps bridge the gap between employees' performance and the organisation's strategic objectives. Moreover, an efficient HR management team can give firms an edge over their competition. Recruitment: One of the major responsibilities of a HR manager is to recruit personnel.

What are the 5 main areas of HR? ›

Human Resources manages 5 main duties: talent management, compensation and employee benefits, training and development, compliance, and workplace safety.

What are the 4 major HR functions? ›

Human resource management has four basic functions: staffing, training and development, motivation, and maintenance. Staffing is the recruitment and selection of potential employees done through interviewing, applications, networking, etc.

What is HR full form? ›

What are the 3 most important HR laws? ›

The three most important HR laws are Title VII of the Civil Rights Act, Discrimination, and Labor Laws pertaining to minimum wage and working conditions. These laws are laws that help human resource professionals create organizational human resource rules.

What are three types of human resources? ›

The three major roles in human resources are; administrative, change management, and people management. Administrative tasks include hiring and monitoring of employees, managing payroll and benefits, and development of policies and guidelines.

What are the 4 components of human resources? ›

In short, human resource activities fall under the following five core functions: staffing, development, compensation, safety and health, and employee and labor relations. In this article we will discuss the elements of Human Resource Management.

Why is it called HR? ›

When you hear the term “human resources,” often the first thing that comes to mind is the department that handles the people stuff. But if you think about it, the name is about the “humans” who happen to be employees.

Why human is a resource? ›

Humans have the ability to make the best use of nature to create more resources when they have the knowledge, skill and the technology to do so. That is why human beings are considered as special resources.

Who is above HR in a company? ›

Vice president of human resources or chief human resources officer (CHRO) An organization might have either a VP of HR or a CHRO that reports directly to the business owner or the CEO. This is the most senior-level position in an HR team.

What are the 2 types of human resources? ›

The two types of human resources are- The business centered and strategical focused HR leader. ...

What are the two models of HRM? ›

The four HRM models are the Fombrun, Harvard, Guest and Warwick models. Often studied by HR students, these models provide a helpful framework for HR planning. Using them gives credibility and legitimacy to HR policies.

What is human resource management essay? ›

Human resource management may be defined as a set of policies, practices and programmes designed to maximise both personal and organisational goals. It is a process by which the people and organisations are bound together in such a way that both of them are able to achieve their objectives.

Why is it called human resource management? ›

Why do we call it as Human Resource Management? Human: refers to the skilled workforce in an organization. Resource: refers to limited availability or scarce. Management: refers how to optimize and make best use of such limited or scarce resource so as to meet the organization goals and objectives.

What do you mean by human resource? ›

What is Human Resources (HR)? Human resources (HR) is the department within a business that is responsible for all things worker-related. That includes recruiting, vetting, selecting, hiring, onboarding, training, promoting, paying, and firing employees and independent contractors.

Why is human resource management important? ›

Human resources management is a very important function in every organization. Without human resources management, companies would not be able to effectively recruit and retain employees, improve and enhance the organization, and they wouldn't be able to maintain a healthy, accepting workplace culture and environment.

What is the conclusion of human resource management? ›

In conclusion, the practice of HRM needs to be integrated with the overall strategy to ensure effective use of people and provide better returns to the organizations in terms of ROI (Return on Investment) for every dollar or rupee spent on them.

What is the importance of studying human resource management essay? ›

Human Resources management has the crucial role of managing learning and development in an organization. Its scope covers re-skilling and upskilling the workforce on all types of behaviours as well as skills, as well as the assessment of the gaps that exist from a learning level perspective.

What are the function of human resources? ›

The human resources department is responsible for setting plans regarding the company's future and its workforce. This responsibility impacts many other HR functions, such as recruiting and hiring talent, performance management and succession planning.

What are the 5 main areas of HR? ›

Human Resources manages 5 main duties: talent management, compensation and employee benefits, training and development, compliance, and workplace safety.

Who is responsible for human resource management? ›

There is a common misconception that only the HR Department is responsible for managing human resources. Actually, it is the responsibility of both the Line Management and HR Department. Line Managers issue orders or directives in an organization, while Staff Managers issue advice in the matters related to business.

How can human resources improve? ›

7 Tips for Maximizing Your HR Department in 2022
  1. Review Compensation and Benefits. ...
  2. Communicate and Foster a Strong Culture. ...
  3. Develop Talent from Within. ...
  4. Implement Wellness Initiatives. ...
  5. Ensure Compliance. ...
  6. Embrace Technology and Analytics. ...
  7. Understand Your Organization's Strategic Goals.
5 Apr 2022

What is HR called now? ›

A new title has gained popularity: People Operations Leaders. More than rebranding the HR function, People Operations Leadership demonstrates a shift in how to manage the department, where focus should lie, and what the mission of the team has become.

How many types of HR are there? ›

What Are the 5 Types of Human Resources? There are numerous, important human resources functions carried out by an HR Department. Five well-known types of these responsibilities could include: Recruiting, hiring, and onboarding new employees.

Which is the most important of the HRM goals? ›

One of the primary goals of the HR department is to maintain productivity by providing the company with an adequate number of skilled and efficient workers. A good HR manager should continually analyze the workload and know where there are potential problems with manpower and when it's time for additional help.

What is the nature of human resource management? ›

Personnel Activities or Functions: Human Resource Management involves several functions concerned with the management of people at work. It includes manpower planning, employment, placement, training, appraisal and compensation of employees.

Videos

1. personnel planning and recruitment by Gary Dessler chapter 5th Lecture 4
(Ch Hamza Tariq)
2. Chapter 11 Human Resource Management
(Carrie Jaeger)
3. HRM Ch 4 - Talent Management and Job Analysis
(David W)
4. Human Resource Management Lecture 1, V2
(GM LECTURES)
5. INTRODUCTION INTO HUMAN RESOURCES MANAGEMENT - LECTURE 01
(Armin Trost)
6. Human Resource Management: Chapter 7 - Part 1 - Selection
(Rusty Espinosa)

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