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Ethics and HRM: Theoretical and conceptual analyses

机译：伦理与人力资源管理：理论和概念分析

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The very notion of human resource management - that humans should be managed as resources - is ethically fraught. The management of humans as a form of 'resource' risks the humanness, dignity, rights and liberty of those managed. Also at risk are the virtue, autonomy and moral well being of those managing, called as they are to instrumentally direct people's very humanity. Nevertheless such issues remain vastly under-explored in the research literature despite the growth of human resource management as a management practice and a scholarly field.rnHuman resource management can be studied at the micro, meso, and/or the macro level. To date, however, studies investigating human resource management from an ethical perspective have tended to focus on the micro level concentrating on issues of risk and compliance, fairness and equity, and employee rights. Less open to ethical scrutiny has been how the growing power imbalance between employees and organisations, and the diminution of influence by labour organizations, means that human resource management exercises increasing control over workers' lives. With the subsequent dominant role of 'strategic' thinking in both scholarly and practitioner discussions of human resource management, such that performance is privileged over persons, the existing concentration on this micro level seems difficult to justify.
机译：人力资源管理这一观念（即人类应作为资源进行管理）在道德上充满争议。作为“资源”形式的人的管理面临被管理者的人性，尊严，权利和自由的风险。管理人员的美德，自主权和道德福祉也正处于危险之中，因为这将有效地指导人们的人性。尽管如此，尽管人力资源管理作为一种管理实践和学术领域得到了发展，但在研究文献中仍未充分探讨这些问题。人力资源管理可以在微观，中观和/或宏观层面进行研究。但是，迄今为止，从道德角度对人力资源管理进行调查的研究往往集中在微观层面，集中于风险和合规性，公平与公平以及员工权利等问题。员工和组织之间日益扩大的权力失衡以及劳工组织的影响力下降，意味着对人力资源管理的控制越来越少，这意味着人力资源管理对工人的生活实行了越来越多的控制。随着“战略”思想在学者和从业人员对人力资源管理的讨论中起着主导作用，使得绩效优先于人，似乎很难证明这种集中在微观层面上的存在是合理的。

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    《Journal of Business Ethics》 |2010年第2期|p.339-340|共2页
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