Human resource management moral competencies
Orientation: If Human Resource Management (HRM) has a positive role in providing direction for the permissible use of people in organisations, then such a role inevitably creates a number of ethical tensions. The HRM practitioner often encounters situations, where they require moral expertise to mak...
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| Format: | Article |
| Language: | English |
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AOSIS
2020-03-01
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| Series: | SA Journal of Human Resource Management |
| Subjects: | |
| Online Access: | https://sajhrm.co.za/index.php/sajhrm/article/view/1193 |
| _version_ | 1818041162689150976 |
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| author | Yendor R. Felgate |
| author_facet | Yendor R. Felgate |
| author_sort | Yendor R. Felgate |
| collection | DOAJ |
| description | Orientation: If Human Resource Management (HRM) has a positive role in providing direction for the permissible use of people in organisations, then such a role inevitably creates a number of ethical tensions. The HRM practitioner often encounters situations, where they require moral expertise to make decisions that are ethical.
Research Purpose: The purpose of the research is to identify and describe the moral competencies HRM can use to make normative judgements in organisations.
Motivation for the Study: The understanding of HRM moral expertise is important, given the role of HRM in organisations.
Research Design: This article uses a virtue-ethical approach to identify and describe possible HRM moral competencies and their use.
Main Findings: There is value to using a virtue-theoretic approach in HRM, because it allows for the identification of moral competencies that can be used to improve ethical decision making, when using HRM practices.
Practical/Management Implications: The article provides a practical approach to using moral expertise. Moral expertise can be used to discern concrete normative actions when using HRM practices, and so doing improve normative outcomes for employees and organisations.
Contribution/Value Add: This is the first attempt to identify and apply HRM moral competencies to HRM decision-making and practice. Furthermore, if the requirement for HRM moral expertise is known, it follows that it can provide the basis for further HRM professional development. |
| first_indexed | 2024-12-10T08:26:03Z |
| format | Article |
| id | doaj.art-ae7ae170c5c14d938f306fa909be6261 |
| institution | Directory Open Access Journal |
| issn | 1683-7584 2071-078X |
| language | English |
| last_indexed | 2024-12-10T08:26:03Z |
| publishDate | 2020-03-01 |
| publisher | AOSIS |
| record_format | Article |
| series | SA Journal of Human Resource Management |
| spelling | doaj.art-ae7ae170c5c14d938f306fa909be62612022-12-22T01:56:13ZengAOSISSA Journal of Human Resource Management1683-75842071-078X2020-03-01180e1e810.4102/sajhrm.v18i0.1193531Human resource management moral competenciesYendor R. Felgate0Department of Philosophy, University of the Witwatersrand, JohannesburgOrientation: If Human Resource Management (HRM) has a positive role in providing direction for the permissible use of people in organisations, then such a role inevitably creates a number of ethical tensions. The HRM practitioner often encounters situations, where they require moral expertise to make decisions that are ethical. Research Purpose: The purpose of the research is to identify and describe the moral competencies HRM can use to make normative judgements in organisations. Motivation for the Study: The understanding of HRM moral expertise is important, given the role of HRM in organisations. Research Design: This article uses a virtue-ethical approach to identify and describe possible HRM moral competencies and their use. Main Findings: There is value to using a virtue-theoretic approach in HRM, because it allows for the identification of moral competencies that can be used to improve ethical decision making, when using HRM practices. Practical/Management Implications: The article provides a practical approach to using moral expertise. Moral expertise can be used to discern concrete normative actions when using HRM practices, and so doing improve normative outcomes for employees and organisations. Contribution/Value Add: This is the first attempt to identify and apply HRM moral competencies to HRM decision-making and practice. Furthermore, if the requirement for HRM moral expertise is known, it follows that it can provide the basis for further HRM professional development.https://sajhrm.co.za/index.php/sajhrm/article/view/1193hrmvirtue, virtue as skill, hrm moral competencieshrm decision-makinghrm practiceperformance management |
| spellingShingle | Yendor R. Felgate Human resource management moral competencies SA Journal of Human Resource Management hrm virtue, virtue as skill, hrm moral competencies hrm decision-making hrm practice performance management |
| title | Human resource management moral competencies |
| title_full | Human resource management moral competencies |
| title_fullStr | Human resource management moral competencies |
| title_full_unstemmed | Human resource management moral competencies |
| title_short | Human resource management moral competencies |
| title_sort | human resource management moral competencies |
| topic | hrm virtue, virtue as skill, hrm moral competencies hrm decision-making hrm practice performance management |
| url | https://sajhrm.co.za/index.php/sajhrm/article/view/1193 |
| work_keys_str_mv | AT yendorrfelgate humanresourcemanagementmoralcompetencies |