HR Challenge: A Question of Ethics

: 

Introduction

In this assignment, you will assume the role of a HR director and you'll need to consider how the SHRM code of ethics (n.d.) advises HR professionals to "advocate for the fair and equitable treatment of all employees" and to "uphold the highest standards of professional and ethical conduct."

Preparation

View the SHRM Code of Ethics media to help understand its core principles which align with the HR professional's roles and responsibilities. This activity will support your analysis on this assignment and it is for your own self-assessment.

Scenario

You are an HR professional in a space technology company that is designing an equipment landing module for one of the competing moon landing contractors. The organization employs over 1,200 people across seven sites. Your company is involved in engineering, construction design, research and development, and spacecraft manufacturing.

As the HR director, you report directly to the company's CEO. The company's founder, a retired astronaut, is still present at one of the sites but is no longer involved in the management of the organization. A six-member board of directors oversees corporate governance and provides executive accountability.

The CEO is open, personable, and well-respected by employees and within the community. Recently, a key technical leadership position opened. The job posting was made internally only, consistent with the company's approved and recently revised employee manual that you developed and presented to the executive team. Note: The employee manual does not require management to hire the best qualified applicant—only that the selected individual be fully qualified. The company's diversity, equity, and inclusion data indicate that strong minority representation already exists within the organization.

Technical Position Information

• A fully qualified candidate is capable of performing the work after a transition period of approximately one year.
• A best qualified candidate can begin performing the work at full capacity immediately with minimal transition or oversight.

Candidate Information

Two internal employees have applied, but they are not equally qualified:

• Candidate A: A fully qualified engineer with five years at the company and a strong work record. He meets all minimum qualifications and has performed well on prior projects. He is also a long-time personal friend of the CEO, and the two have socialized frequently outside of work.
• Candidate B: The best qualified candidate with over eight years of experience at the company, multiple graduate degrees, and extensive technical and leadership experience. He consistently exceeds performance expectations and is recognized by his peers as a subject matter expert.

While the hiring announcement has not yet been made, company gossip suggests that Candidate A will be selected due to his friendship with the CEO. No formal complaint or allegation of impropriety has been filed; however, the perception of favoritism has already begun to circulate.

Your Challenge

Using the SHRM code of ethics and other ethical guidelines, should you attempt to influence the CEO's decision and recommend that the best-qualified candidate (Candidate B) be selected? Or should you remain silent, given that company policy permits the selection of any fully qualified employee?

If the CEO proceeds to select his friend, what, if anything, is he doing incorrectly or unethically within this scenario? How should you, as the HR director, respond to ensure ethical and organizational integrity are upheld?

Instructions

Prepare a 3–4 page plan that outlines your recommended course of action. Along with your recommendation, complete the following:

• Analyze ethical challenges presented by this HR management situation.
  • What are the ethical implications of your possible actions?
  • What are the potential consequences if you choose to do nothing?
• Describe key ethical factors considered in developing your proposed HR solution.
  • What is your reasoning for making a recommendation or remaining silent within the context of the SHRM code of ethics?
  • Support your argument with references from professional and credible sources.
• Explain legal considerations relevant to this selection process.
  • What applicable laws or internal policy implications could arise if favoritism is perceived or substantiated?
• Explain the role of the HR practitioner in advancing a proposed HR solution.
  • Briefly explain your role in leading, advising, and influencing the decision-making process.
• Discuss SHRM behavioral competencies that apply to resolving this challenge.
  • Which SHRM behavioral competencies (for example, Ethical Practice, Leadership & Navigation, Relationship Management, and Consultation) are most directly relevant to achieving a fair and effective outcome?

After completing your plan, write a one-page personal reflection, addressing the following:

• Reflect on your analysis of this HR management situation and your engagement emotionally and personally with the ethical dimensions of the HR profession.
  • How did you personally interpret and respond to the ethical dilemma?
  • What insights did you gain about your own values, integrity, and professional judgment?
  • How might this experience influence the way you handle future ethical or political situations as an HR professional?
  • What challenges did you face in balancing loyalty, ethics, and professional accountability?
  • How do you believe your response reflects your readiness to assume the responsibilities of a senior HR business partner, a role that demands years of experience, ethical maturity, and strategic influence?

Additional Requirements

The deliverable for this assignment applies professional skills in HRM to workplace situations that you will likely encounter in your day-to-day work in HRM. This assignment applies professional skills in HRM to a realistic workplace scenario. As part of your professional development, this exercise emphasizes ethical analysis, communication, and strategic HR leadership.

Your plan should meet the following additional requirements:

• Written communication: Use spell-check and other tools to ensure correct spelling and grammar.
  • Support main points and recommendations with relevant and credible evidence.
  • Address the appropriate audience, using familiar, discipline-specific language and terminology.
• Resources: Use 2–4 scholarly or trade references.
  • Use the Human Resource Management (Master's) Program Library Guide for research resources and library tools.
• APA formatting: Use Academic Writer for guidance in citing sources and formatting your paper in proper APA style. See the Writing Center for more APA resources specific to your degree level.
• Lengths:
  • Your plan is 3–4 typed, double-spaced pages, not including the cover and resources pages.
    • Use headings and subheadings for organization.
      • Cover page must include your name, course number, assessment title, and date.
      • The last page should be the reference list.
  • Your reflection is one page.
• Font and font size: Times New Roman, 12 point.
• Academic Integrity and Honesty: You must adhere to academic integrity and honesty policies and incorporate practices that support ethically sound work in your assignments. View Academic Integrity at Capella University: Some Guidelines and the AI Ethics Statement on the AI Skills Portal.

Review the HR Challenge: A Question of Ethics rubric to see the criteria by which your assignment will be evaluated before submission.

Reference

Society for Human Resource Management. (n.d.). Bylaws & code of ethics. https://www.shrm.org/about/Pages/code-of-ethics.aspx

Competencies Measured

By successfully completing this assignment, you will demonstrate your proficiency in the following course competencies and rubric criteria:

• Competency 1: Analyze the ways in which the human resource function contributes to individual and organizational performance.
  • Discuss SHRM behavioral competencies that apply to resolving this challenge.
• Competency 2: Analyze the impact of the legal environment of human resource management policies and practices.
  • Explain legal considerations relevant to this selection process.
• Competency 4: Apply the ethical standards of the profession to human resource management policies and practices.
  • Analyze ethical challenges presented by this HR management situation.
  • Describe key ethical factors considered in developing your proposed HR solution.
  • Reflect on your analysis of this HR management situation and your engagement emotionally and personally with the ethical dimensions of the HR profession.
• Competency 5: Analyze the strategic and operational roles that a human resource practitioner plays within an organization.
  • Explain the role of the HR practitioner in advancing a proposed HR solution.
• Competency 6: Communicate clearly, accurately, and professionally in the human resource management field.
  • Support main points and recommendations with relevant and credible evidence.
  • Address the appropriate audience, using familiar, discipline-specific language and terminology.

Week 10 Assignment: HR Challenge: A Question of EthicsWeek 10 Assignment: HR Challenge: A Question of EthicsCriteriaRatingsPointsAnalyze ethical challenges presented by this HR management situation.DISTINGUISHEDAnalyzes ethical challenges presented by this HR management situation within the context of the SHRM code of ethics. 26 to >22.1 ptsPROFICIENTAnalyzes ethical challenges presented by this HR management situation. 22.1 to >18.2 ptsBASICDescribes but does not analyze some ethical challenges presented by this HR management situation. 18.2 to >0 ptsNON_PERFORMANCEDoes not describe any ethical challenges presented by this HR management situation. 0 pts/26 ptsDescribe key ethical factors considered in developing your proposed HR solution.DISTINGUISHEDEvaluates the benefits and risks associated with the key ethical factors considered in developing a proposed HR solution. Supports evaluation with relevant and credible sources.  26 to >22.1 ptsPROFICIENTDescribes key ethical factors considered in developing your proposed HR solution. 22.1 to >18.2 ptsBASICDescribes some ethical factors considered in developing a proposed HR solution. 18.2 to >0 ptsNON_PERFORMANCEDoes not describe any ethical factors considered in developing a proposed HR solution. 0 pts/26 ptsExplain legal considerations relevant to this selection process.DISTINGUISHEDExplains legal considerations relevant to this selection process  and cites applicable laws or internal policy implications.  26 to >22.1 ptsPROFICIENTExplains legal considerations relevant to this selection process. 22.1 to >18.2 ptsBASICIdentifies but does not explain legal considerations relevant to this selection process. 18.2 to >0 ptsNON_PERFORMANCEDoes not identify legal considerations relevant to this selection process. 0 pts/26 ptsExplain the role of the HR practitioner in advancing a proposed HR solution.DISTINGUISHEDExplains the role of the HR practitioner in advancing a proposed HR solution and describes own role in leading, advising, and influencing the decision-making process. 26 to >22.1 ptsPROFICIENTExplains the role of the HR practitioner in advancing a proposed HR solution. 22.1 to >18.2 ptsBASICDiscusses the role of the HR practitioner but it is not clear how the role as described would advance a proposed HR solution. 18.2 to >0 ptsNON_PERFORMANCEDoes not discuss the role of the HR practitioner. 0 pts/26 ptsDiscuss SHRM behavioral competencies that apply to resolving this challenge.DISTINGUISHEDApplies a critical thinking framework to discuss the most relevant SHRM behavioral competencies that apply to resolving this challenge fairly and effectively.  26 to >22.1 ptsPROFICIENTDiscusses SHRM behavioral competencies that apply to resolving this challenge. 22.1 to >18.2 ptsBASICDiscusses the application of one SHRM behavioral competency to resolving this challenge. 18.2 to >0 ptsNON_PERFORMANCEDoes not discuss SHRM behavioral competencies that apply to resolving this challenge. 0 pts/26 ptsReflect on your analysis of this HR management situation and your engagement emotionally and personally with the ethical dimensions of the HR profession.DISTINGUISHEDReflects on your analysis of this HR management situation and your engagement emotionally and personally with the ethical dimensions of the HR profession. Reflection includes a personal development plan to address an aspect of growth.  30 to >25.5 ptsPROFICIENTReflects on your analysis of this HR management situation and your engagement emotionally and personally with the ethical dimensions of the HR profession. 25.5 to >21 ptsBASICReflects on personal analysis of this HR management situation or reflects on personal engagement emotionally and personally with the ethical dimensions of the HR profession but not both aspects. 21 to >0 ptsNON_PERFORMANCEDoes not reflect on personal analysis of this HR management situation and engagement emotionally and personally with the ethical dimensions of the HR profession.  0 pts/30 ptsSupport main points and recommendations with relevant and credible evidence.DISTINGUISHEDSupports main points and  recommendations with relevant, credible, and convincing evidence. Skillfully combines virtually error-free source citations with a perceptive and coherent synthesis of the evidence. 20 to >17 ptsPROFICIENTSupports main points and recommendations with relevant and credible evidence. 17 to >14 ptsBASICSources lack relevance or credibility, or the evidence is not persuasive or explicitly supportive of main points and  recommendations. 14 to >0 ptsNON_PERFORMANCEDoes not support main points and recommendations with relevant and credible evidence. 0 pts/20 ptsAddress the appropriate audience, using familiar, discipline-specific language and terminology.DISTINGUISHEDAddresses the appropriate audience, using familiar, discipline-specific language and terminology. Uses precise and accurate vocabulary and effective word choice for articulate, fluent expression. 20 to >17 ptsPROFICIENTAddresses the appropriate audience, using familiar, discipline-specific language and terminology. 17 to >14 ptsBASICFocus on the intended audience wavers, or uses jargon, slang, idioms, colloquialisms, or terminology that inhibits clarity of expression. 14 to >0 ptsNON_PERFORMANCEDoes not address the appropriate audience, using familiar language and terminology. 0 pts/20 pts

Choose a submission type

I agree to the tool's End-User License AgreementThis assignment submission is my own, original work*PreviousWhat You Need to Know for Week 10