Lecture 7: Ethical and sustainable HR

Question 1

Lecture on HR analytics
Which three factors were related to increased collaboration across business units to encourage multidisciplinary knowledge management?

Answer 1

access
trust
connection

Question 2

When did the field of HR start

Answer 2

19th to early 20th century: Better recognition of welfare of workers
From 1802 in UK (1874 in NL): First legal restrictions on working hours for children

Question 3

Pluralis view on HR

Answer 3

Recognises both the need for productive labour, and the wellbeing of employees (these might be opposed).
HR has a welfare role

Question 4

Unitarist view of HR

Answer 4

People are a source of strategic advantage and should be managed as such.
HR is representative of management.

Question 5

Stakeholder view of HR

Answer 5

Employees participate in decision-making, meeting their needs…but not at the expense of the need of the employer.
HR facilitates mutual gains.

Question 6

Draw a Harward model of HRM

- Which view is it in line with

Answer 6

slide 12

- stakeholder view

Question 7

What is the basis of Dundon & Raffety’s claims?

Answer 7

• Individuals treated as commodities – costs to be reduced in order to benefit the organization
• Made worse by ill-defined or imprecise measures and practices
• Even with HPWP managerial definitions of wellbeing might not align to employees
• Focus solely on shareholders is not sustainable for business or society

Question 8

What is the HR professional’s role in ethics?

Answer 8

Establish and Reinforce Ethical Standards

Courage to Challenge

Question 9

How can the establishment and reinforcement of ethical standards can be achieved?

Answer 9

1) Reinforcement through standard procedures:
- Recruitment
- Training on expectations and standards
- Performance and reward management
2) Specific formal policies - e.g.
- whistleblowing,
- anti-bribery
- corporate social responsibility

Question 10

What is whistleblowing

Answer 10

the disclosure by organization members (former or current) of illegal, immoral, or illegitimate practices under the control of their employers, to persons or organizations that may be able to effect action

Question 11

what are important traits (characteristics) for ethic HR

Answer 11

• courage to challenge

- ability to be a role model

Question 12

What personal factors affect courage to challenge

Answer 12

Personal ethical standards
Personal protection
Courage to ‘speak out’ (active, not passive) – support needed

Question 13

What organizational factors affect courage to challenge

Answer 13

• Ethics related policies and practices (e.g. whistleblowing, behaviour expectations)
• HR exec-level representation
• Senior role models
• Employee participation

Question 14

What contextual factors affect courage to challenge

Answer 14

Ethical culture
Norms: Managerial language and behaviour
Manager and coworker support
Embedded into business model, not just ‘right thing to do’

Question 15

HR role in sustainable business

Answer 15

1) sustainable HRM HR (practices drive sustainability, focusing on employee wellbeing, quality of life)
2) HR for CSR (Business goals have sustainability in mind, and HR practices are designed to support these (vertical alignment)
3) HR for community sustainability (Focus on external stakeholders so employees are not the main focus, e.g. corporate volunteering programme)
4) HR for ecosystem sustainability (Designing and implementing HR practices in collaboration with external stakeholders (e.g. suppliers, customers). Examples; driving up labour standards, human rights, safe working, minimum wages

Question 16

According to the paper (and video) by Dundon and Rafferty (2018) what is NOT a reason that we are at risk of the “(potential) demise of HR”?

Answer 16

HR practitioner rarely have the relevant skills and experience to deliver value to stakeholders.

Question 17

In Minbaeva’s (2018) paper on HR analytics, which factor does she NOT suggest organisations should consider when evaluating the effectiveness of their approach to HR analytics?

Answer 17

Investment in HR analytics.

Question 18

In Minbaeva’s (2018) paper on HR analytics, which factor does she suggest organisations should consider when evaluating the effectiveness of their approach to HR analytics?

Answer 18

Data quality.
Analytical competencies.
Strategic ability to act

Question 19

According to the paper (and video) by Dundon and Rafferty (2018) what IS a reason that we are at risk of the “(potential) demise of HR”?

Answer 19

A. Individuals are often treated as commodities and therefore costs to be reduced, thereby undermining the value of HR.
B. Even when high-performance work practices are supposedly designed to help employee wellbeing, managerial definitions of wellbeing might not align with employee needs so who is HR for?
C. Focusing only on shareholders does not create sustainable business value, so HR needs to broaden their horizons.