HR People and Confidentiality Essay

If I am a corporate HR employee who is responsible for carry oning issue interviews and I have promised confidentiality to all respondents so I should maintain my word. Even if my supervisor will bespeak that I provide her with the names of all the respondents so that she can measure these people’s supervisors every bit good. I will non give in. This is because as an HR employee I am obliged to do certain that people’s information should be kept confidential.

The grounds why I would handle the circumstance purely that manner include the followers: First of all. I promised those respondents that everything they will state during the interview will be unbroken private and so to keep my award. I will maintain my word for it. Second. there are other ways that my supervisor can measure the employees’ supervisors even without holding to cognize all the names of the respondents.

For case. I can do a sum-up of information provided to me: employee a. b. c. d. and vitamin E who were supervised by supervisor 1 nem con province that their supervisor is highly ill-mannered that’s why they want to go forth the company ; employee g. h. I. j. and K who were under the supervising of supervisor 2 claim that they were punished soberly even for little discourtesies like tardiness ; etcetera. She can turn to the quandary with respects to the supervisors even without cognizing the names of the employees kicking about the supervisors.

Statistical information compiled by me may be used to measure and actuate these debatable supervisors. Therefore. there is truly no demand for her to take all the names of the employees I carried out an issue interview with. Third. it is the going employees’ right who would be making an issue interview to be insured of “confidentiality and anonymity” ( Griffeth et. Al. . 2001. p. 214 ) . This is chiefly because an issue interviewee is capable to vengeance/retribution particularly if he or she will be stating the truth about person making something that negatively impacts the employer/company/organization ( Griffeth et. Al. . 2001. p. 214 ) .

Simply put. “confidentiality and anonymity” is the lone confidence of the issue interviewee that he or she would be safe even after the interview is conducted ( Griffeth et. Al. . 2001. p. 214 ) . Fourth. I have the “professional responsibility” as an HR individual to play a big function in continuing moralss within the company/organization that I belong to ( Society for Human Resource Management. 2008. n. p. ) . I have to keep so its trustiness and importance by practising “professional decision-making” . i. e. . non supplying the names of the issue interviewees to my supervisor merely because she says she needs it to measure the supervisors of those who will go the company/organization ( Society for Human Resource Management. 2008. n. p. ) .

Fifth. I besides have to advance “social responsibility” by exhibiting first-class public presentation as an HR individual. i. e. taking into consideration the “standards of ethical and professional behavior” and adhering to norms. i. e. . that the promise I have said to each of the issue interviewees that I will maintain every information confidentially should non be broken ( Society for Human Resource Management. 2008. n. p. ) . Sixth. I have to be a “role model” for others by remaining believable which in bend can be easy achieved by exhibiting merely ethical Acts of the Apostless like maintaining promises. maintaining personal information of others. handling issue interviewees “fairly. with self-respect. regard. and compassion” by esteeming their right to privateness and confidentiality ( Society for Human Resource Management. 2008. n. p. ) .

Last but non least. as an HR individual. it is my responsibility to “safeguard restricted or confidential information” therefore supplying what my supervisor wants would be improper on my portion ( Society for Human Resource Management. 2008. n. p. ) . In fact. “several information. including: recognition history. medical records. schools records. personal history” can non be scrutinized without the consent of the issue interviewee ; otherwise one will be charged for misdemeanor of a figure of Torahs ( Society for Human Resource Management. 2008. n. p. ) .


Griffeth. R. W. & A ; Hom. P. W. ( 2001 ) . Retaining Valued Employees ( Advanced Topics in Organizational Behavior ) . Thousand Oaks. CA: Sage Publications. Inc. Society for Human Resource Management. ( 2008 ) . SHRM Code of Ethical and Professional Standards in Human Resource Management. Retrieved November 13. 2008 from hypertext transfer protocol: //www. shrm. org/ethics/code-of-ethics. asp