Ethical Issue in Staffing Number

EthicalIssue in Staffing

Number:

EthicalIssue in Staffing

Humanresource management comprises of all activities in an organization tomaximize the utilization of employees. This entails hiring, training,evaluating and compensating employees. This is done so as to achievethe organization’s goals and objectives in line with ensuringemployee satisfaction. Strategic human resource management has beenadopted in recent times so as to deal with changes in technology,education and occupational capacities.[ CITATION Foo11 l 1033 ]More than three million eligible employees graduate annually in theUnited States and are gradually absorbed into the labor market.

Oneof the major and important functionalities of the HR in any givenorganization is the issue of staffing. In simple definition, staffingis the practice or processes that are used when acquiring, retainingand deploying workforce of the right quantity and quality in anorganization. When an organization is undertaking the staffingprocess, different personalities come into the process. These includeboth able bodied and disabled individuals unified by education.However, it is more difficult for persons with disabilities to gethired. This brings us to the focus of this report on the untoldhiring practices secluding disabled people.

Analysisof the Issue

Withthe reference to the given case/scenario the non-hiring of thedisabled personnel even though they are qualifies could be as aresult of organization philosophy and consideration of theproductivity first. The organization’s philosophy could be fear ofaccommodating the disabled employees, as this would mean making therequired amendments in order to ease their movement and worksatisfaction. Another cause could be the organization’s culture.Organization culture is unwritten practices that are practiced withinan organization, which sometimes becomes hard to change, hence thecontinued hiring of able-bodied personnel.

EthicalIssues in Staffing

Ethicsin human resource management advocates for fair hiring and justifiedtermination. Hiring should only be by merit, regardless of age, sex,gender or religion. This means that disabled persons are as qualifiedas able bodied persons and therefore should not be discriminatedagainst. Business owners and managers have over time adopted steps toensure legal and ethical compliance when undertaking the staffingprocess as well as through staff measurement. One might argue thatdisability may hinder productivity, but this is only relative to thejob description. In an era where most activities in the work placeare carried out behind computers, disabled persons can deliverequally efficient results as the rest of the work force and thereforehiring practices should be impartial[ CITATION Gil10 l 1033 ].

Itis unlawful for employers to subject disabled persons seekingemployment to disability discrimination in terms of hiring, wages,promotions and pensions. The working conditions of any organizationshould ensure the occupational safety and health administration ofemployees and should be accessible to disabled employees. Given thisprior condition, an organization incurs no extra costs inaccommodating a disabled employee. Disability related harassment isalso unlawful and reasonable adjustments should be made toaccommodate disabled individuals. Therefore, it is unlawful todisregard disabled persons who deliver equally if not more, thantheir counterparts[ CITATION Gil10 l 1033 ].

Inmy opinion, disability is a function of circumstance and not a choiceand therefore disability discrimination is morally wrong andprimitive. Disability covers cognitive, physical, sensory anddevelopmental impairments. These impairments are present at birth dueto birth defects, or occur during one’s lifetime. Therefore, it isinevitable to cross paths with the disabled community and societyshould learn to accommodate them in all avenues of life. Reasonablestructural adjustments should be implemented not only in employmentbut also in education and healthcare to ensure equality andincorporation of the disabled into life [ CITATION Han00 l 1033 ].

TheWay Forward

Affirmativeaction should be taken to ensure organizations incorporate disabledpersons in their workforce. This is in line with the human rights onequity and equality of human life. Secondly, the law should be stricton ensuring organizations have friendly occupational spaces whichaccommodate disabled individuals. Most importantly, society shouldcollectively show support to disabled persons by advocating for theirrights and ensuring their implementation. As the demand for skilledmanpower increases, it will prove more profitable to give thedisabled community equal opportunities to develop their talents. Thiswill yield both social benefits in giving them gratification at work,and economic benefits in terms of increasing per capita income andreducing the number of dependents[ CITATION Han00 l 1033 ].

Insummary, ethics has in modern times have become an important role inthe practice, and process of recruiting. While there has been lawsdevised and out in place to protect individuals during staffingprocess, as well as help in the aspect of maintaining a professional,ethical standard, managers and HR officials are often faced withdilemmas that sometimes are beyond the principles (ethical dilemmas).It’s in turn an essential practice to maintain high level standardswhen staffing.

References

Foot, M., &amp Hook, C. (2011). Introducing Human Resource Management (6th Edition ed.). Financial Times/ Prentice Hall.

Kirton, G., &amp Greene, A.-M. (2010). The Dynamics of Managing Diversity: A Critical Approach. Routledge.

Reinders, H. S. (2000). The Future of the Disabled in Liberal Society: An Ethical Analysis. University of Notre Dame Press.