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Evidence Based Hr Ethics Paper

998 Words4 Pages

Evidence Based Human Resource Practice Ethically Essential

Clarence Thompkins
Indiana Wesleyan University
Professor Annjanette Halton

Evidence Based Human Resource Practice Ethically Essential The article that this paper is based on stresses the importance of evidence-based human resource practice. The essential question is: What are the consequences of HR decision making that is based on misinformation or no information at all? That is the issue that this paper will focus on. Too often an employee finds themselves sitting in the HR office, knowing that there is an issue to be discussed but has no idea what the issue is. Then because of this reason or that, the company has to protect itself from litigation or defamation so they …show more content…

The article extensively details how poor and incorrect decisions are made because of poor HR training and practices. Sometimes the results can be undetectable but other times there are dire results that could have been avoided had they been practicing evidence based human resource techniques. The concern to protect the company at all costs and leave the employee incredulous as to the reason why they were not hired or why they were fired is just plain wrong. The rationale of not divulging reasons to the employee to avoid repercussions sometimes backfires when the employee decides to legally challenge the decision. Sometimes errors are made in payroll or tax forms by Human Resource personnel because they are untrained or do not have the resources they need to do things right. Sometimes there are also unscrupulous HR personnel who try to take advantage of the system and that are why this position has to be held to the same levels of professionalism that the other employees are responsible for. Evidence of the fallout from poor human resource management is clear in an article published by the Society for Human Resource Management where it was noted that …show more content…

It was helpful to not just assume things and actually search for evidence then critically appraise it (Rousseau, Barends, 2011) It was also helpful to be reminded of how crucial it is to consider the consequences of HR decisions as it pertains to the company and stakeholders. Finally, the advice on how to integrate this in the workplace was definitely applicable. What I found to be inapplicable to my situation would be the suggestion that critical thinking was not present in today's HR world and that "copycat" practices were in order. That is not what my experience has been. HR often does their best to make decisions based on all available information and uses critical thinking techniques often. In conclusion, I would definitely use evidence based decisions when it involves specific personnel issues. The only way to arrive at a fair decision is to weigh all the facts available as a result of an evidence based Human Resource

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