Question

How might an HR professional misrepresent data for his/her benefit, and why? Provide at least three different examples.

What are some of the issues that might emerge as a result? Be sure to address both personal and organizational issues.

Are there any instances when it may be acceptable to manipulate the data? Explain why or why not.

How might an HR professional ensure he/she avoids data misrepresentation to their strategic partners?

(Please type the answers)

Answer 1

• It is highly pertinent that HR professionals act ethically in their role. However, there are many situations that makes the HR professional misrepresent the data for his/her benefit.

Example 1- during the hiring process, the HR professional might misrepresent the competencies and skill of a good candidate to bring on-board their friend or relative.

Example 2- Another example is that the HR professional might be under the pressure of his/her friend in the workplace for the promotion. In this case, the HR professional provides misrepresented data of the competencies and skills of qualified employees for promotions and highlights and nominates the HR’s friend for promotion.

Example 3- In today’s fast paced environment, the management seeks the HR team’s help to identify the gap between the current and the required skills and knowledge of the employees to design the training programs and the funds required for the training. During the course, the HR professional might manipulate the skills and competencies of the employees for making money from the training professionals or by acting as intermediaries.

• Organizational issue- When a HR professional misrepresents the data, it is a great loss to the organization in terms of cost and time. It accrues great liability for the organization. The act decreases employee morale. The company relies and trusts the HR professionals however they drive the organization in the wrong direction. Personally issues- , the HR professionals’ reputation and trust are damaged. It is very difficult to get back the trust once lost. The HR professional violates the professional ethics in misrepresenting the data. The HR professional loses employee confidence in them.
• No, Misrepresentation of data is not acceptable as it violates the ethical and professional code of conduct; increases organization’s legal liabilities. There is a higher risk in losing the employee confidence. Since the employee morale is lowered, the organizational performance would also be lowered.
• To avoid data misrepresentation to their strategic partners, the HR professional should be honest and consistent in their ethical decision making, job candidates interview results should be provided honestly without misrepresenting the data. The focus should be on the ability of the candidate to perform the job role and not on any other external factors.