Etisk kod för personalvetare - en g(l)ömd skatt
The purpose of the study is to investigate what the code of ethics means for human resources professionals (HRP). When are ethical reflections and positions given space, how does the HRP relate to these and to the organization in which the exercise takes place? The issues that are investigated are: What does the code of ethics mean for HRP? How does HRP relate to ethics in their profession? When is the code of ethics a support for the work of the HRP? The theory examines concepts and theories such as the role of HRP, profession, organizational conditions, ethical code, demand-control-support model and ethical dilemmas, in order to be able to apply these in results, analysis and discussion. The essay is based on a qualitative method with semi-structured interviews and then analyzes the results through thematic analysis. The study interviewed 8 HRP’s and the selection of respondents is based on the profession of HRP with at least 5 years of experience, as well as a broad representation from various specializations within HR management. The sample of respondents is found to be active in both public and private sectors. Here, themes are highlighted about how HRP perceive their role in the business, when ethical considerations are needed and with what mandate they perform their profession linked to ethics. The main results of the study reproduce that the HRP’s code of ethics today lacks the dissemination and recognition required to leave an imprint on its target group. Despite this fact, the practice of HRP is in line with the guidelines and characteristics that the code deals with. This suggests that an increased use of it would give the code a greater influence in the future, both for the profession and for its development.