A Question of Ethics

You are an HR professional in an organization with 1,200 employee and seven sites. The company you work for is involved in engineering. It performs construction design and also engages in research and development of engineering and construction materials. As the HR director, you report directly to the company’s CEO. The company’s founder is a scientist and though present at one of the sites, he is no longer involved in the running of the organization. There is a six-member board of directors.
The CEO is very open and outgoing and he is liked and respected by almost everyone in the company and his community. Recently, a technical position came open. The job announcement was only made internally, which is an option based on the approved and recently revised employee manual you completed and presented to the CEO and all senior staff. Note: The employee manual does NOT require management to hire the best qualified applicant. Currently, the company has an equal number of men and women, so filling this position with one gender or the other is not a consideration for maintaining an employment balance.
Technical position information: A fully qualified candidate is considered capable of performing the work with some period of transition, estimated to be around one year, and a best qualified candidate is considered someone able to hit the ground running in the new position.
Candidate information: Two internal employees have applied but they are not equally qualified.

One of the internal employees is a fully qualified young woman who has the education and two years of professional experience in the field, but she’s a new employee in the company.
The other internal employee is the best qualified young man with over eight years in the company. He holds multiple graduate degrees and has extensive professional experience.

The announcement of a hiring selection has not been made, but company gossip has already started, reflecting upon the likelihood that the young woman will be chosen because the CEO has an innocent crush. While no allegations of impropriety of any type have been made, the perception of a form of favoritism is present.   
Your Challenge
The SHRM Code of Ethics advises HR professionals to, “Advocate for the appropriate use and appreciation of human beings as employees.” Using this and other ethical guidelines, should you try to influence the CEO’s selection and recommend that the young man be hired over the young woman? Or should you remain silent? What, if anything, is the CEO doing incorrectly or substantively wrong in this hiring scenario if he selects the woman?
Assignment Instructions
Prepare a 3–4-page plan that states your recommended course of action. Along with your recommendation, include the following: 

Analyze ethical challenges presented by an HR management situation.

What are the ethical implications for the actions you would take in this scenario? What consequences could occur if you did nothing?

Describe key ethical factors considered in the formulation of a proposed HR solution.

What is your reasoning for making a recommendation or remaining silent within the context of the SHRM Code of Ethics? Use references to support your perspective and response to the SHRM Code of Ethics and this scenario.

Explain any legal considerations for the selection function presented by an HR situation.
Explain the role of the HR practitioner in advancing a proposed HR solution.

Briefly explain the role you will take to influence the eventual outcome. Consider aspects of leadership, negotiation, and consultation.

Discuss the application any SHRM behavioral competency(ies) to the process of solving an HR challenge.

Which SHRM behavioral competency(ies) do you think are most directly applicable to a successful resolution of this challenge, and why?

Review the HR Challenge: A Question of Ethics Scoring Guide to see the criteria by which your assignment will be evaluated. Before submitting your assignment for evaluation, review your draft in SafeAssign to check your use of source material.
Submission Requirements
The deliverable for this assessment applies professional skills in Human Resources Management (HRM) to workplace situations which you will likely encounter in your day-to-day work in HRM. As part of your learning, we focus on the development of effective professional communication skills for the workplace. Your assessment should meet the following additional requirements:

Length: Your plan should be 3–4 typed, double-spaced pages, not including the cover and resources pages.

The first page should be a cover sheet with your name, the course number, assessment title, and date. No other information is required on this page.
The last page should be the reference list.

Organization: Make sure that your assessment writing is well-organized, using headings and subheadings to organize content for the reader.
Font and font size: Times New Roman, 12-point font.
Resources: Use 2-8 references from both trade publications and peer-reviewed.
Evidence: Support your assertions with data and/or in-text citations.
APA formatting: Resources and in-text citations are formatted according to current APA style and formatting.
Written communication:

Support main points and recommendations with relevant and credible evidence.
Address the appropriate audience, using familiar, discipline-specific language and terminology.
Use spell-check and other tools to ensure correct spelling and grammar.

Note: Your instructor may also use the Writing Feedback Tool to provide feedback on your writing. In the tool, click the linked resources for helpful writing information.

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