Finance and security are other possible departments that may participate in the program along with HR. Risk assessment, standards and procedures, defined roles, designated official, communication, internal reporting and program assessment are the areas that should be according to the article covered by any such corporate ethics program.
Ethics particularly in the context of Human Resources generally refer to the principles or laws distinguishing between right or wrong conducts. The recent decades in the USA there has been almost a mushrooming of ethical crises. It is more likely true that in the present era of communication coverups are harder to effectively carry out and hence such instances are being revealed although they have been around for ages. Misrepresentation, Covering up details of anomalies, cheating in essence have been discovered to have proliferated all the layers of corporate America. And surprisingly in many cases these are understood to be almost necessary practices for growth. Blossoming profit making practices by managers via utilization of insider information on shareholder details and stock have emerged as common place. In the face of such falling standards, the role of the HR professional has assumed an unprecedented importance. It is the responsibility of the HR department to create proper ethical codes of conduct, introduce ethical training through different programs as well as employing officers who specialize in ethics.
Unethical actions on the part of any employee(s) affects all related customers, employees, shareholders and managers alike. An Employee has to make a many choices each day which if unethical can greatly harm the companys reputation, productivity as well as profits. Such actions can be of various forms and shapes. Utilization of company resources for personal gains (using company phone lines to make personal calls), failing to report