The Ethical Basis of HRM Professionalism and Codes of Conduct

David Ardagh

    Research output: Book chapter/Published conference paper › Chapter

    Abstract

    In this chapter the extent, feasibility and desirability of the professionalisation of HRM and HRM professionalism is discussed. It will be argued that there are three broad marks of a profession. First, it meets a human need. Second it applies knowledge to this need, and third a profession has a social grant of authority. More specific criteria can be found in the literature, for example, one condition of full professionalisation is a self-enforced code of ethics and conduct. The question of feasibility and desirability of professionalisation is explored using the more specific criteria and the ethical framework of Neo-Aristotelian Virtue Ethics (NAVE). The chapter explores how HRM presently lacks some professional features but advocates pursuit of the professionalisation of HRM via adoption of the “concessional”, constitutional model of corporations (Bottomley, 1990; 1997; Dine 2000; 2005) and the addition of some features to reflect the monitoring role and contribution of HRM as corporate “conscience.”
    Original languageEnglish
    Title of host publicationHuman resource management
    Subtitle of host publicationethics and employmentl
    Place of PublicationNew York
    PublisherOxford University Press
    Pages152-170
    Number of pages19
    Edition1
    ISBN (Print)9780199203789
    Publication statusPublished - Mar 2007

    Fingerprint

    Professionalism
    Codes of conduct
    Professionalization
    Authority
    Code of ethics
    Human needs
    Monitoring
    Ethical framework
    Virtue ethics

    Cite this

    Ardagh, D. (2007). The Ethical Basis of HRM Professionalism and Codes of Conduct. In Human resource management: ethics and employmentl (1 ed., pp. 152-170). [9] New York: Oxford University Press.
    Ardagh, David. / The Ethical Basis of HRM Professionalism and Codes of Conduct. Human resource management: ethics and employmentl. 1. ed. New York : Oxford University Press, 2007. pp. 152-170
    @inbook{1d00b76ad3444a4da62a35a170238532,
    title = "The Ethical Basis of HRM Professionalism and Codes of Conduct",
    abstract = "In this chapter the extent, feasibility and desirability of the professionalisation of HRM and HRM professionalism is discussed. It will be argued that there are three broad marks of a profession. First, it meets a human need. Second it applies knowledge to this need, and third a profession has a social grant of authority. More specific criteria can be found in the literature, for example, one condition of full professionalisation is a self-enforced code of ethics and conduct. The question of feasibility and desirability of professionalisation is explored using the more specific criteria and the ethical framework of Neo-Aristotelian Virtue Ethics (NAVE). The chapter explores how HRM presently lacks some professional features but advocates pursuit of the professionalisation of HRM via adoption of the “concessional”, constitutional model of corporations (Bottomley, 1990; 1997; Dine 2000; 2005) and the addition of some features to reflect the monitoring role and contribution of HRM as corporate “conscience.”",
    keywords = "Codes of Conduct, Ethics, Human Resource Management",
    author = "David Ardagh",
    note = "Imported on 12 May 2017 - DigiTool details were: publisher = New York: Oxford University press, 2007. editor/s (773b) = Ashly H Pinnington , Rob Macklin , Tom Campbell ; month (773h) = March 2007; Edition (773m) = 1; Parent title (773t) = Human resource management : ethics and employmentl; Chapter (773u) = 9; No. of chapters (773w) = 16.",
    year = "2007",
    month = "3",
    language = "English",
    isbn = "9780199203789",
    pages = "152--170",
    booktitle = "Human resource management",
    publisher = "Oxford University Press",
    address = "United Kingdom",
    edition = "1",

    }

    Ardagh, D 2007, The Ethical Basis of HRM Professionalism and Codes of Conduct. in Human resource management: ethics and employmentl. 1 edn, 9, Oxford University Press, New York, pp. 152-170.

    The Ethical Basis of HRM Professionalism and Codes of Conduct. / Ardagh, David.

    Human resource management: ethics and employmentl. 1. ed. New York : Oxford University Press, 2007. p. 152-170 9.

    Research output: Book chapter/Published conference paper › Chapter

    TY - CHAP

    T1 - The Ethical Basis of HRM Professionalism and Codes of Conduct

    AU - Ardagh, David

    N1 - Imported on 12 May 2017 - DigiTool details were: publisher = New York: Oxford University press, 2007. editor/s (773b) = Ashly H Pinnington , Rob Macklin , Tom Campbell ; month (773h) = March 2007; Edition (773m) = 1; Parent title (773t) = Human resource management : ethics and employmentl; Chapter (773u) = 9; No. of chapters (773w) = 16.

    PY - 2007/3

    Y1 - 2007/3

    N2 - In this chapter the extent, feasibility and desirability of the professionalisation of HRM and HRM professionalism is discussed. It will be argued that there are three broad marks of a profession. First, it meets a human need. Second it applies knowledge to this need, and third a profession has a social grant of authority. More specific criteria can be found in the literature, for example, one condition of full professionalisation is a self-enforced code of ethics and conduct. The question of feasibility and desirability of professionalisation is explored using the more specific criteria and the ethical framework of Neo-Aristotelian Virtue Ethics (NAVE). The chapter explores how HRM presently lacks some professional features but advocates pursuit of the professionalisation of HRM via adoption of the “concessional”, constitutional model of corporations (Bottomley, 1990; 1997; Dine 2000; 2005) and the addition of some features to reflect the monitoring role and contribution of HRM as corporate “conscience.”

    AB - In this chapter the extent, feasibility and desirability of the professionalisation of HRM and HRM professionalism is discussed. It will be argued that there are three broad marks of a profession. First, it meets a human need. Second it applies knowledge to this need, and third a profession has a social grant of authority. More specific criteria can be found in the literature, for example, one condition of full professionalisation is a self-enforced code of ethics and conduct. The question of feasibility and desirability of professionalisation is explored using the more specific criteria and the ethical framework of Neo-Aristotelian Virtue Ethics (NAVE). The chapter explores how HRM presently lacks some professional features but advocates pursuit of the professionalisation of HRM via adoption of the “concessional”, constitutional model of corporations (Bottomley, 1990; 1997; Dine 2000; 2005) and the addition of some features to reflect the monitoring role and contribution of HRM as corporate “conscience.”

    KW - Codes of Conduct

    KW - Ethics

    KW - Human Resource Management

    M3 - Chapter

    SN - 9780199203789

    SP - 152

    EP - 170

    BT - Human resource management

    PB - Oxford University Press

    CY - New York

    ER -

    Ardagh D. The Ethical Basis of HRM Professionalism and Codes of Conduct. In Human resource management: ethics and employmentl. 1 ed. New York: Oxford University Press. 2007. p. 152-170. 9