| One subject that no professional wants to think about | | | | follow up on something and they don't or they say one |
| is questionable integrity or ethical issues in their | | | | thing and do another or worst of all they flat out lie. |
| profession. Unfortunately all too often there is | | | | Being an advocate for employees is not always easy |
| someone somewhere that sullies the reputation of the | | | | especially when HR has to challenge or even disagree |
| whole group and can give the profession a bad name. | | | | with the very management they report to. This is |
| Ethics and integrity are important in all professions but | | | | where the integrity of HR can be tested. If the HR |
| there are some, like management positions and Human | | | | professional at least tries to do the right thing, which |
| Resources that are expected to uphold a higher | | | | can mean taking their case as high as necessary in |
| standard of ethical behavior. | | | | the organization than they can hold their head up high |
| Human Resources has an important role in a company; | | | | knowing they maintained high ethical standards. |
| they should be the conscience of management to | | | | However, if they take the path of least resistance and |
| ensure that all the actions that are taken are fair and | | | | give up after pleading the employee's case and getting |
| within the restrictions of the law. Human Resources | | | | a negative response, they may fool themselves into |
| professionals should be objective and balance the | | | | thinking they are doing their job, but in reality they aren't. |
| needs of employees and management, and ultimately | | | | This isn't to say that every situation that an employee |
| HR needs to do what is best for the company. Let's | | | | brings to HR should be agreed with and fought for, but |
| face it; it doesn't always work that way. Human | | | | if the employee was not treated within policy and law |
| Resource professionals are of course human, which | | | | than it is the obligation of HR to correct that injustice. |
| means that they have their own agendas and needs | | | | HR has an obligation to conduct investigations in an |
| and that can complicate things. In the second place, HR | | | | impartial manner ensuring that they do not allow their |
| reports to management and if that arrangement isn't | | | | own biases to influence the results. It also is important |
| set up properly it can lead to problems. If an HR | | | | that whoever is conducting the investigation should not |
| professional isn't prepared to stand up for what is right | | | | have a reporting relationship to those involved. If |
| than not only does the employee lose but the | | | | someone feels that they can't be impartial, they should |
| company may lose as well. | | | | remove themselves from the investigation, that is the |
| The important components of maintaining integrity in | | | | only way to ensure fair investigation results. |
| HR starts with respectful treatment of employees and | | | | People who work in Human Resources have to |
| even though that sounds like something that is a no | | | | remember that decisions that they make and actions |
| brainer, unfortunately there are plenty of cases where | | | | that they take can impact people's lively hoods and |
| that doesn't happen. Of course when employees are | | | | should not be taken lightly. Sometimes they are the |
| not treated with respect HR is no longer trusted and | | | | only ones that can offer an objective viewpoint and if |
| becomes somewhat of a joke within a company. This | | | | they take that responsibility seriously than everyone |
| can also occur when HR only gives lip service which | | | | benefits. |
| can be just as damaging; when HR says they will | | | | |