Ethical Issues in HRM Strategy Human Resource management is a key factor in any organizations success. For any company, institution, industry or group to attain its goals, there has to be a clear concise and hard working force behind. Thus, any company that does not have a human resource management department or a strategy to maintain and run its working personnel is simply planning to fail (Snell & Bohlander, 2013).

The role of the human resource management department has to be clear in any organization. These roles include collaboration of the employees and allocation of duties in the working field. They also are responsible for building commitment to work by evaluating the skills of each employee, and allocating them the right positions so as to make them comfortable as they tackle the tasks at hand. Another key role is building capacity of the business by developing a competitive advantage so that the organization can offer unique and quality goods and services to its customers (Billsberry, Salaman & Storey, 2005). Thus to do so, the department looks for more than just qualifications during hiring of employees. The employees have to have talent, and it is the duty of human resource management to identify such workers.

The human resource department is also responsible for looking after the well-being of the employees in the organization (Snell & Bohlander, 2013). It is deals with motivation issues concerning the compensation packages...

It sets the packages in various forms such as holiday offers, end of year bonuses, awards, setting flexible working hours, career promotions and development and salary increments.
In going about its duties, the human resource department has various strategies and techniques that it applies. Some of these strategies are simple and easy to implement while others may need a lot of effort from the business. Some of these approach techniques include training and internships (Billsberry et al., 2005). Usually there is no assurance that since an employee performed well in the recruitment process that they will perform well in the working environment. New employees need training in order to re-align themselves to the organizations goals and functions. This is why there is the placing of such employees on internship. Also with time, the current employees will need to upgrade their skills as the objectives of the organization change gradually. This is especially important since technological advancements have made a great impact in all sectors of business. Training is also not only for skills but also for change of attitudes.

Another useful strategy that as human resource managers we need to apply is that of ensuring better use of time (Snell & Bohlander, 2013). Time is one resource that is very much equal to all competitors in any given business field. It is the method we employ that creates the difference in the success we achieve. Thus,…