HR professional Assignment Help Loyalty of HR professional

In an organization, HR professional plays an important role to manage the workforce and carry-out the organizational policies. It gives the profits to all stakeholders and retains their interest in the existing business of companies (Bogardus, 2009). Hence, as an HR professional, it could be difficult for me to be tloyal only for company, or employees or values at a time. It could be better understand by following assumptions. As an individual employee, I strongly believe to help the other employees for their profitability and to protect them from the fire of management people in the case of any fault. Then, it could generate huge complications for me at that time, when the sustainability of company is affected by internal people (Abiodun, 2010).

In this situation, my first priority would be to save the sustainability aspects of the company instead of my values or the job of perpetrators. Otherwise, this situation would negatively affect to the significance of the company along with effectiveness of the entire stakeholders instated of someone. It could also make all employees of company jobless. Hence human resource assignment help experts said that , for retaining the benefits of the company along with profitability of entire stakeholders, it is necessary to make some strict decisions as like cut in payment, or termination of guilty employee that would restrict the other employees from doing wrong activities (Tanke, 2001).

Hence, the taken decisions may affect my values that would restrict me to play HR role inside the company. As a result, I would not be able to do all role of HR professional. So, the management of my company would not bear me for long time. Thus, loyalty towards the values would not be profitable because it could create survival problems. On the other hand, for every company, employees are important aspects because they do given task for the profitability of all stakeholders of the organization. With the help of this, the management achieves the goal and aim of the organization (Bogardus, 2009). In that situation, when an employee performs non-ethical work inside or outside the companies, then as an HR professional, it is my responsibility to bring out that employee in front of top management instead to show loyalty towards the employees. Whenever, I protect the employees then it will encourage other employees to do same thing. Hence, the company could get huge loss (Ulrich & Brockbank, 2005). At the same time, when the top management would get the information about my behavior, they will fire me. This situation would cut my position in front of all employees. Hence, the loyalty towards the employees doesn’t be profitable for me as an HR professional.

At that time, when I show the unethical work practices of that employee in front of top management people, then this situation will help them to make effective decision about the liabilities of loss for holding the interest of other employees in the company. With the help of this, I could manage the attitude and productive behavior of all employees. Due to this, the company will retain its productivity along with the profitability of all related stakeholders (Brewster & Harris, 2012).

As a result, this situation would help to make my reputation as a responsible person in front of higher authorities of company that would increase my strength against other HR professionals. Hence, on the basis of above discussion by HR case study help experts I could say that it is important for me to be loyal towards the company first because if the company exists then I could be able to do the role of HR professional and match my values with the values of company otherwise it could not be possible.   References Abiodun, R. (2010). Leadership Behavior Impact on Employee’s Loyalty, Engagement and Organizational Performance. USA: AuthorHouse. Bogardus, A.M. (2009). PHR / SPHR Professional in Human Resources Certification Study Guide (3^rd ed.). John Wiley & Sons. Brewster, C. & Harris, H. (2012). International HRM. Great Britain: Routledge. Tanke, M.L. (2001). Human Resources Management for the Hospitality Industry (2^nd ed.). USA: Cengage Learning. Ulrich, D. & Brockbank, W. (2005). The Hr Value Proposition. USA: Harvard Business Press. Get 24X7 assignment help services of all subjects. From our experts you will get complete and original assignment help with minimum prices. You can call us or e-mail us your assignment for free quote.