ABSTRACT
Discussions about the relationship between HRM and ethics often make a welfare humanist presupposition. By this, I mean that they assume that the ethicality of HRM practice should be measured in relation to its responsiveness to the needs and aspirations of employees. An ethical premium is thus placed on those practices which promote the self-actualization and self-esteem of individuals, which safeguard their material interests and which facilitate their emotional well-being. This presupposition opposes what might be called an agenda of managerialist performativity. In other words, it is presented as standing against pressures to conform to the imperatives of commercial performance and to place the achievement of strategic success above other considerations. According to the welfare humanist presupposition, then, looking after people is an ethically sound basis for HRM practice. Conversely, looking after business, where this conflicts with looking after people, is seen as morally questionable.
