The Ethical Context of HRM in Current Workforce

  Human resource management has started to use digital tools more and more to keep an eye on the performance, enhance productivity and improve how people work together. But, as we rely more and more on the digital monitoring systems, big ethical problems come up about employee privacy, autonomy and trust. As AI and algorithmic decision-making grow more common in HR, from hiring to performance reviews, businesses need to think carefully about the ethical boundaries that distinguish acceptable supervision from unnecessary surveillance. Ethical HRM necessitates compliance with the data protection regulations as well as moral commitment to enhance fairness, openness and respect for employees’ privacy (Ball, 2010) . Digital monitoring Digital monitoring, often called as electronic performance monitoring (EPM) and it is the use of software and analytics to keep an eye on how workers work, how much they get done and how ...

  In today’s competitive, challenging, dynamic, and rapidly evolving business world and in workplaces, developing a platform to raise “employee voice” has become a significant ethical consideration and a moral principle in Human Resource Management, which is not only a strategy to enhance employee engagement, but also it serves as a preliminary workplace right.       Dessler (2020), explores employee voice as the process by which employees communicate and articulate their insights to their employer. Furthermore, it could be elaborated as to how employees freely express their viewpoints, raise concerns, challenges, and suggestions about work-related obstacles while contributing to decision-making regarding the decisions which may affect them without fear of being judged, payback or punishments.   Therefore, employee voice is a vital concept in HRM as it relates to the following areas: Respecting employee autonomy by empowering and...