ET HI CA L I S SUES IN HRM STRATEG Y by PHILLIP REID

Professor: Damaris Garrett
COURSE: STRATEGIC HUMAN RESOURCE MANAGEMENT 10/23/12

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When providing Human Resources consulting to a new organization that is similar to ones that one has worked with in the past there are several opportunities and risks that must be identified when relying on knowledge gained from these previous experiences. Opportunities include, identifying areas of overlap, customizing your Human Resource Management strategy to the organizations business strategy, while emphasizing the importance of establishing Human Resource Management Strategies to improve a competitive advantage. Risks include ethical dilemmas that may possibly arise when utilizing our knowledge of other organizational Human Resource Management Strategies with our new client. These areas of overlap include the application of the employment laws based in Title VII of the Civil Rights Act, ensuring employment safety, and execution of the core human resource functions. As a HR consultant regardless of the nature of the business one wants to ensure they are always in compliance with the employment laws as outlined in the Civil Rights Act and any subsequent amendments. If not implemented, this can cause the business to be imposed severe penalties and incur fines as a result of lawsuits filed. We also want to foster an environment that provides occupational safety through compliance with standards and guidelines as outlined by OSHA, prevent discrimination, while providing equal employment opportunities. Another step in the consulting process would be the successful execution of the core human resource functions. Ensuring we are providing the client with sufficient, efficient, and effective feedback regarding alignment with other parts of the organization, establishing goals, a diversified and competent workforce,