Business Ethics for Human Resource Consultant - myassignmenthelp

Question: Discuss about the Business Ethics for Human Resource Consultant. Answer: Role of Human Resource Consultant The HR consultant is a team of highly specialized trainer who are competent to recruit the personnel and run the business operation. The objective of the HR is to do the following: To focus is on recruiting the local talent and to integrate the practices, system and procedures so as to meet the conditions. The role of the hr is to remain very flexible so that they remain highly flexible in their field and be emotionally intelligent. The boarding and training programs will be designated so as to be in line with the corporate governance (Jackson , Schuler and Jiang 2014). It is the duty of the HR to analyze and find out that the development of illegal and unethical issues in the workplace is stopped. The whistle blowers policy helps in developing a structure which helps in protection of the company. The HR helps in the training and development. It helps in the on job and specific skill development thereby helps in the better customer care, leadership skills and communication and time management. The benefits and compensation given to the employees shall be seen by the HR that it is properly been given to all the employees. The rewards include the commission, salaries, perks and rewards. The HR consultant sees that the business is able to maximize the budget by determining the particular positions to be filled up by the employees, and the particular function which can be outsourced. Thus the consultant is able to review the pay scale; they are also providing benefits to the fianc department (Armstrong and Taylor 2014). One of the most vital tasks of the HR consultant is to provide the expertise in the legal compliance. The consultants are well aware of the rules and regulation of the company. The HR consultant helps in business to develop the policies and procedures which the company shall follow. The HR helps in providing the role of maintaining the workforce. They help in providing the security and the safety wellness and the health and insurance policies of the employees of the companies (Brewster and Hegewisch 2017). The problems in Human resource and understand and analyze specific HR problems and develop new skills There are many HR issues faced in a company. Since the trend is changing and globalization is a part of the management, the plans and strategies are to be made according to the changes in the World. Score card for weighting the human resource will shift from 40% of financial and the 20% for risk management The internal audits and the specific governance in case of human resource and which will be critical in case of both the risk and financial management which will remain critical in risk management and client success measures but separated for a rigorous assessment (Knowles, Holton and Swanson 2014). The objectives which are designed to build a high performance culture will increase from 20% to 40% including value social responsibility. The Psychometric testing required for promotion decisions and individual development plans put in place .It focus on psychological wellbeing, dominance, critical thinking and assertiveness (L?z?roiu 2015). The development of new skills which appreciated the importance of ethical perspective in Human Resource The skills essential for HR to gain importance in ethical perspective The key skill for the Management: Organization The HR management requires an orderly approach where the HR shall have the skill and the efficiency and the effectiveness to deal to deal with the entire situation. The HR deals with the lives of the people. The HR deals with the life of the people and their career and when a manager requests the HR to help the company in the proceeding of termination and compensation then they will solve it. HR Management Skill: Multitasking The HR professional deals with an employees personal issue and the recruiting issue are also to be fulfilled. The recruiting strategy is hard job to fill .The social media or the wage engagement, is very critical to all. In case of the priorities the business need to move faster. The HR, need to be able to handle it all, all at once (Wright, Coff and Moliterno 2014). HR Management Key Skill: Negotiation The HR shall have good negotiation skill and in order to be a successful HR it is important to find and accept the middle ground. The HR does the best in the negotiation between parties so that a desired outcome is reached and which is usually not easy to achieve (Messersmith and Wale 2013). The Key Skill: Communication As HR professionals it is vital that the employees are able to communicate up to management and with the managers and to come down the levels of current employees. It is important then there is communication between the all the people and the groups large through social media. The Key Skill: Discrete and Ethical The HR professionals are important for the company; they should be keeping the confidential information. They need to serve most of the top management and mentor the actions towards employees so that the regulation and policies are followed by the employees (Shields et al. 2105). The Key Skill: Conflict Management and Problem Solving The HR should make policies so that the people are able to work together and get along with the rest. In order to get high productivity it is important that everyone work together and the HR has to find the ways to allow this to happen. They should plan an effective problem solving measures. References Armstrong, M. and Taylor, S., 2014.Armstrong's handbook of human resource management practice. Kogan Page Publishers. Brewster, C. and Hegewisch, A. eds., 2017.Policy and Practice in European Human Resource Management: The Price Waterhouse Cranfield Survey. Taylor Francis. Jackson, S.E., Schuler, R.S. and Jiang, K., 2014. An aspirational framework for strategic human resource management.Academy of Management Annals,8(1), pp.1-56. Knowles, M.S., Holton III, E.F. and Swanson, R.A., 2014.The adult learner: The definitive classic in adult education and human resource development. Routledge. L?z?roiu, G., 2015. The role of the management consultancy industry in the knowledge economy.Psychosociological Issues in Human Resource Management,3(2), pp.71-76. Messersmith, J.G. and Wales, W.J., 2013. Entrepreneurial orientation and performance in young firms: The role of human resource management.International Small Business Journal,31(2), pp.115-136. Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., Johns, R., O'Leary, P., Robinson, J. and Plimmer, G., 2015.Managing Employee Performance Reward: Concepts, Practices, Strategies. Cambridge University Press. Wright, P.M., Coff, R. and Moliterno, T.P., 2014. Strategic human capital: Crossing the great divide.Journal of Management,40(2), pp.353-370.