Case Study : An Ethical Dilemma For Hr

ASSIGNEMNT 3- AN ETHICAL DILEMMA FOR HR

HRMS SEMINAR 887

The financial services industry is one of the few sectors which is highly regulated, since its impact is directly proportional to the economy of the country it is also very closely followed by the media as well. Thus, most of the companies within this industry have highly structured procedure’s and processes in place for each department and how the job duties should be performed.

With the given background of the employee, she appears to be an average performer who has gained practice after several training programs and now an expert at it since there are no errors prior to the discussion with the SVP.

Now that the mailroom clerk is advised to change the process in performing her duties after the discussion with the SVP, she should have realized the following:

1. After working in the same position and performing the same job duties the importance of opening blank mail items.

2. Given that working in the same company for a long time one understands the basics of the business the company operates in and how the job duties impact the company.

3. She would have experienced in the past about important instruments being part of a blank mail item. The new process set by the SVP should have alarmed her.

4. Suggesting to the SVP about documenting the process and having it approved from HR or at least informing HR.

5. She can voluntarily discuss about the change in process with HR and ask their suggestion on implementing the same.

Additionally, this procedure came into limelight because of the error taking place and the new SVP being completely unaware about it. Although the mailroom clerk was following the new process set by the old SVP which was undocumented and uninformed ...

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...R is forced to terminate then the employee should be given severance pay for 4-6 months along with a resume writing training program.

5. Learning of this incident should be that all department leaders should be asked to speak to each employee to understand the process of each job function, document it and send it to HR.

6. HR should overlook at these processes in broad perspective, whether, are they violating and federal, state or city laws, or putting the company at risk.

7. Once the huge effort is consolidated training programs should be conducted in order to emphasize how every small job is very important to the company and its business objective.

8. Steps should be taken to educate employees to speak to HR about doubts in procedure or policy within the company. Also develop an organizational culture to be able to freely communicate with supervisors and HR.