Ethical Practice as an HR Competency
Ethical practice is a competency that includes three sub-competencies: personal integrity, professional integrity, and ethical agent. One of the most significant competencies is Ethical Agent, which aims to create the appropriate ethical space within the organization and support procedures and guidelines that reflect ethical values (SHRM, 2022). HR in this competency strives to provide every employee with the opportunity to report unethical behavior without fear of reprisal (SHRM, 2022).
At the same time, the employee understands that they will not be punished, let alone fired, if they file a complaint, so that anyone can do so. The ethical agent takes specific steps to minimize bias and maintain program transparency, thereby increasing employee trust (SHRM, 2022). The ethical agent identifies, evaluates, and reports potential ethical hazards and conflicts of interest to management, whereas the advanced practitioner implements systems to ensure timely and unbiased investigations (SHRM, 2022).
This is directly related to communication in an organization, something we study in the course, as it gives an understanding of exactly how communication is built using this competency. The culture of communication is within employees, among all employees, and affects each employee’s decision on how to cope with organizational communication challenges. The ethical agent must provide staff members with access to and knowledge of the organization’s ethical standards so they understand which behaviors are inappropriate and unethical within the organization (SHRM, 2022).
Based on the specific situation, such a specialist develops innovative solutions while minimizing the risks associated with unethical behavior. It is the specialist’s responsibility to foster an ethical culture within the organization, which the employees will support through transparency, anonymity, and fairness (SHRM, 2022). HR should also monitor ethical standards, HR practices, and policies, and report to the manager (SHRM, 2022). The ethical agent must do all the same things we must learn to do at the end of the course: use methods and competencies, apply challenges in communication, and analyze the dynamics of how these theories and competencies are put into practice.
HR must monitor all of these competencies and each sub-competency individually, as with any employee. However, when hiring an employee, HR establishes a certain tone of ethical behavior that will follow the employee throughout the entire working period. If HR fails to consider this competency during hiring, it is unlikely that the employee will be successful in upholding the company’s ethical values (SHRM, 2024).
As it turns out, the declared values are not implemented in practice. HR is also responsible for addressing issues such as conflicts of interest and ethical risks. If an expert solves these issues at the wrong level, failing to recognize the importance of this competence, the company as a whole may suffer. In the field of human resources, this is one of the few critical competencies that is frequently overlooked, and knowledge in this area can provide far more benefit than ignorance.
Personal Experience
In my line of work, I have not used this competency very often. Nevertheless, I have always been concerned with ethical quandaries, and I have been the voice of reason in conflicts that do not affect me personally. For example, during my schoolwork, I identified and helped my friend resolve a conflict of interest in his work. My friend had to graduate, including one assignment from his girlfriend, which created a conflict of interest.
I first pointed this out to him, warning that he was probably to be prejudiced, which would be unjust to the other participants. I suggested he pass on responsibilities to others to avoid a conflict of interest and a possible dispute with the girl. This was one of my first attempts at demonstrating ethical practice. I also frequently encountered situations in which workplace ethics were violated, but no one corrected anything. It was manipulation, threats to employees, and the inability to complain and report unethical behavior without risk.
This skill would be useful not only in a professional setting but also in everyday life. Ethical practice necessitates personal involvement; it is important to be directed by this competency in any situation. This will help to develop a habit while also allowing individuals to see how it works in real life with other people. The best way to demonstrate this competency is to show how HR uses this competence in everyday life.
The person should be aware of new practices in this area that can foster a more ethical workplace environment. Also, this skill should not be considered a secondary consideration. The ethical principles should be known in advance to make quick decisions or to notify them promptly. It is unlikely that HR will never face a conflict of interest or ethical risk during their entire career.
For example, it is common for employees to have affairs with subordinates at work, creating conflicts of interest that HR must address. To address this issue, HR must have this competency. This competency is especially important for company managers, and if I ever manage a company, I will need to have this competency at the highest level, among other things. This will help manage both the company’s ethical culture and its human resources, and define the company’s values under my leadership, ensuring consistency with all ethical principles. Following that, maintaining this value system will be simple because the foundation of ethical values in the organization will already have been established at the highest level.
References
SHRM (2022). SHRM body of applied skills and knowledge.
SHRM (2024). What is the SHRM BASK?