Ethical and Unethical Practices in HR

Ethical and Unethical Practices in HR

We have to attribute this (ethical and unethical) behavior to:

(a) Employers,

(b)Employees,

(c) Government agencies,

(d) Manpower consultants and

(e) Outside sources like vendors and dealers

(A) EMPLOYERS

(i) Creating split in union leaders by inducing regionalism, casteism or ego problems

(ii) Not caring for just demands

of the Trade Union and not behaving respectfully with union leaders.

(iii) Trying to create rift between different unions if there are more than one recognized union.

(iv) Biased attitude in selection, transfers, promotions, and training and development activities.

(v) Giving different treatment and facilities to different people in the same level posts.

(b) Employees:

(i) False claim of age, qualifications and experience. Some even forge marks cards to claim certain qualifications.

(ii) Producing fake certificates of SC/ST category to obtain a job in that category.

(iii) Head of personnel projecting or short listing candidates belonging to his commonly, region or religion.

(iv) Creating transfers, openings, promotions suiting to their own kith and kin.

(v) Taking decision very slow or very fast to suit conveniences of own kith and kin.

(c) Government Agencies:

(i) Announcing the vacancies and not taking any action further. Not clear about processing dates, written tests/interview dates and selection dates. Accountability is totally lacking.

(ii) Functioning of government employment offices is not transparent, not reliable and in fact its purpose is not well served.

(iii) Government offices and selection committees will be excessively cautious of reservation quotas and possible court cases rather than going through the responsibilities in an unhindered manner.

(iv) Most of the time the government selections get stalled or delayed due to situations like question paper leakage or court cases,

(v) The government method of selections is at best suited to low paid jobs and not for senior level posts.

(d) Manpower Consultants:

By and large manpower consultants do a good job as mostly they are hired by the private organisations. Moreover their services are mostly for official posts and there is no statute to follow rules of reservations.

However, here also sometimes certain unfair strategies do take places

(i) Consultants tend to play the caste and regional game since they are free to operate the way they like.

(ii) There is possibility between HR managers of corporate and consultants to organise selections as per their own plans and strategies which invariably helps kith and kin, community and regional following.

(iii) Some consultants guide candidates to alter the bio-data to suit the corporate.

(e) Outside Sources:

The outside sources dealing with corporate are vendors, dealers, traders, customers, courier service, statutory offices representatives, banks and financial institutes. The interaction of these people will be more frequent, though there are many more people contacting the corporate.

The conduct, transactions and dealings of these outsiders also influence the ethical and unethical values and conduct of corporate employees. It is very important that outsiders conduct themselves in such way that the values and attitudes of both sides are fair and just. Deviation of fair attitude leads to wrong decisions, corrupt practices and damage to the corporate reputation.

From various explanation given in (a) to (e), your will find that the role of human behaviour, attitudes, perception and values lead to display of certain conduct by action or reaction and this conduct be fair-unfair or ethical-unethical to observers.