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Strategic human resource management as ethical stewardship

The research about strategic human resource management (SHPJVl) has suggested that human resource professionals (HRPs) have the opportunity to play a greater role in contributing to organizational success if they are effective m developing systems and policies aligned with the organization's values, goals, and mission. | © Springer 2010 Journal of Business Ethics (2011) 98:171-182 DOI 10.1007/sl0551-010-0541-y Strategic Human Resource Management as Ethical Stewardship ABSTRACT. The research about strategic human resource management (SHPJVl) has suggested that human resource professionals (HRPs) have the opportunity to play a greater role in contributing to organizational success if they are effective m developing systems and policies aligned with the organization's values, goals, and mission. We suggest that HRPs need to raise the standard of their performance and that the competitive demands of the modern economic environment create impact ethical duties that HRPs owe to their organizations. We define ethical stewardship as a model of governance that honors obligations due to the many stakeholders and that maximizes long-term organizational wealth creation. We propose that if HRPs adopt an ethical stewardship framework and the qualities of transformative leaders, they will be more aware of their ethical duties to their organizations and more effective in helping their organizations to create increased wealth, achieve desired organizational outcomes, and establish work environments that are more sadsf>'ing to employees. KEY WORDS; strategic human resource management, ethical stewardship, transformative leadership, roles ot human resource professionals, ethical duties in human resources, employee commitment Research about the strategic role of human resource management (HRM) has exponentially increased over the last decade (Hartel etal., 2007), with scholars and practitionen acknowledging the critical importance of ethical issues in HRM as key factors in aligning and guiding organizational success (Hernandez, 2008; Werhane et al. 2004). Scholars have also noted that the strategic focus of human resource systems is more effective when aligned with an organization's mission, purposes, values, and structure (Becker and Caw Caldwell Do X. Truong Phaw T. Link Anh Tuan Gerhart, .