With the rhythm of the 21st century, the different forms of organizations are going through a dynamic process of transformations, a product of the new realities caused by globalization and the transcendental changes of technological, scientific and knowledge revolution that are present in today's societies.
Because of this, every organization seeks to adjust to the different Management Models, which demand a level of competitiveness for the different advances in the labor market and motivated by the need for active participation to the extent that the processes of change originate, in order to give impetus to not only productive development but to human development. For this reason, all labor companies must be associated with innovation and variability, forcing themselves to seek the best mechanisms for adapting to continuous progress and a constantly changing professional environment.
The best management style is the one that really acts and faces the challenges that are generated in the periods of transformation experienced in the business world. In consideration, the Human Resources Management of any organization plays an extremely important role in facing these new organizational challenges and in maintaining a balance based on technological advances and the dynamic work environment.
Human Resources Management, as a strategic unit and a fundamental role in senior management, cannot neglect the series of challenges that arise from the constantly changing environment. For this reason, it is necessary to adapt to a new level of thought and action, which starts from a traditional approach to a strategic approach, with a human investment perspective, which allows guaranteeing the success of an organization. Having said this, it is essential to rely mainly on the ethical management of human resources.
Ethics is defined as the set of moral norms that govern human behavior and from the business perspective and aligned with the philosophy of principles, values, vision and mission, it serves as the foundation for the creation of codes and norms whose function is to guide the behavior of people in their daily work. Incorporating this into human resource management, both organizationally and personally, implies that ethical duties as HR professionals must be inherent in transformative leadership, maintaining a balance in the organizational climate, the ability to listen and to know how to communicate in a timely manner with staff, to the ability to direct management strategies and to develop a high spirit of commitment and loyalty to the organization among its collaborators,preserving the principles and behaviors appropriate to the deep complexity of situations.
The current Human Resources Management must be aware of its influence on staff motivation in the face of change processes, must respect and guarantee compliance with national laws, agreements and internal regulations, must be consistent and transparent in its actions, must maintain the confidentiality of information, you must avoid preferences between employees, because of personal relationships, you must adhere to the rules of social conduct handling them seriously, and you must maintain high standards of professional and personal conduct, adopting a position of discretion and maintaining your reputation professional before any labor fact.
In this same area of ideas, Human Resources Management can be compared to a water processor filter; being the latter, the one that receives the water with some unsuitable characteristics, and processes it to be purified. In this way, the Human Resources Management must know how to handle all kinds of conflict situations and guarantee an optimal work environment as a result.
Seen from this perspective, in all human resources management, professional ethics must prevail, since Human Resources Management is constantly observed and evaluated for being in the “eye of the hurricane”, and for representing a high level of importance and model to follow for the rest of the managements that make up the organization.
