The ethics of using ICT for human resource management
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The ethics of using ICT for human resource management
The use of information and communication technology (ICT) in human resource management has become an essential part of modern businesses. However, the ethical implications of using ICT in HRM must be considered to ensure that the use of technology is in compliance with legal and ethical standards. This essay will discuss the ethics of using ICT for human resource management.
One ethical issue is privacy. The collection, use, and storage of personal data must comply with privacy laws and ethical standards. Personal data, such as employee information and performance data, must be handled with care and stored securely to prevent unauthorized access. HR managers must ensure that employees’ personal information is kept confidential and only used for legitimate HR purposes.
Another ethical issue is fairness and discrimination. The use of technology in HRM must not discriminate against any employee on the basis of age, gender, race, ethnicity, or any other protected category. HR managers must ensure that the algorithms used in software are unbiased and do not perpetuate any existing biases.
The use of AI in HRM presents another ethical challenge. AI can help HR managers to make better decisions and improve the efficiency of HR processes. However, AI algorithms must be transparent, explainable, and auditable to avoid unintentional harm. HR managers must ensure that AI is used ethically and not to replace human decision-making entirely.
Cybersecurity is also an ethical issue in HRM. HR departments store sensitive data, including employee information and performance data, which can be targeted by cybercriminals. HR managers must ensure that the organization’s information security measures are up-to-date and protect against data breaches and cyber attacks. In addition, HR managers must ensure that employees are aware of cybersecurity risks and trained in best practices to protect sensitive data.
Lastly, the ethical implications of using social media in HRM must be considered. Social media has become a significant source of information about job candidates and employees. However, HR managers must ensure that social media screening is not used to discriminate against any job candidate or employee based on their personal opinions, political views, or any other protected category.
In conclusion, the use of ICT in human resource management has brought about several ethical issues that must be addressed to ensure compliance with legal and ethical standards. HR managers must consider privacy, fairness, AI, cybersecurity, and social media when using technology in HRM. It is essential to recognize that the use of technology in HRM should not replace human decision-making entirely. Instead, HR managers must strike a balance between the use of technology and ethical considerations to ensure the fair and equitable treatment of employees.
The ethics of using ICT for human resource management
RUBRIC
Excellent Quality
95-100%
Introduction 45-41 points
The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.
Literature Support
91-84 points
The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.
Methodology
58-53 points
Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met.
Average Score
50-85%
40-38 points
More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided.
83-76 points
Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration.
52-49 points
Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met.
Poor Quality
0-45%
37-1 points
The background and/or significance are missing. No search history information is provided.
75-1 points
Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration.
48-1 points
There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met
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