|
| Society
for Human Resource Management - Code Provisions |
| PROFESSIONAL
RESPONSIBILITY: |
| As HR professionals, we
are responsible for adding value to the organizations we
serve and contributing to the ethical success of those
organizations. We accept professional responsibility for
our individual decisions and actions. We are also advocates
for the profession by engaging in activities that enhance
its credibility and value. |
•
|
To
build respect, credibility and strategic importance
for the HR profession within our organizations, the
business community, and the communities in which we
work. |
•
|
To assist
the organizations we serve in achieving their objectives
and goals. |
•
|
To inform
and educate current and future practitioners, the organizations
we serve, and the general public about principles and
practices that help the profession. |
• |
To
positively influence workplace and recruitment practices. |
• |
To
encourage professional decision-making and responsibility. |
• |
To
encourage social responsibility. |
|
| Adhere
to the highest standards of ethical and professional
behavior. |
| Measure
the effectiveness of HR in contributing to or achieving
organizational goals. |
| Comply
with the law. |
Work
consistent with the values of the profession.
|
Strive
to achieve the highest levels of service, performance
and social responsibility.
|
Advocate
for the appropriate use and appreciation of human
beings as employees.
|
Advocate
openly and within the established forums for debate
in order to influence decision-making and results. |
|
| PROFESSIONAL
DEVELOPMENT: |
| As professionals
we must strive to meet the highest standards of competence
and commit to strengthen our competencies on a continuous
basis. |
•
|
To
expand our knowledge of human resource management to
further our understanding of how our organizations
function. |
•
|
To advance
our understanding of how organizations work ("the
business of the business"). |
|
| Pursue
formal academic opportunities. |
| Commit
to continuous learning, skills development and application
of new knowledge related to both human resource management
and the organizations we serve. |
| Contribute
to the body of knowledge, the evolution of the profession
and the growth of individuals through teaching, research
and dissemination of knowledge. |
Pursue
certification such as CCP, CEBS, PHR, SPHR, etc.
where available, or comparable measures of competencies
and knowledge.
|
|
| ETHICAL
LEADERSHIP: |
| HR professionals
are expected to exhibit individual leadership as a role
model for maintaining the highest standards of ethical
conduct. |
•
|
To
set the standard and be an example for others. |
•
|
To earn
individual respect and increase our credibility with
those we serve. |
|
| Be
ethical; act ethically in every professional interaction. |
| Question
pending individual and group actions when necessary
to ensure that decisions are ethical and are implemented
in an ethical manner. |
| Seek expert
guidance if ever in doubt about the ethical propriety
of a situation. |
Through
teaching and mentoring, champion the development
of others as ethical leaders in the profession and
in organizations.
|
|
| FAIRNESS
AND JUSTICE: |
| As human resource
professionals, we are ethically responsible for promoting
and fostering fairness and justice for all employees
and their organizations. |
| To create and sustain an
environment that encourages all individuals and the organization
to reach their fullest potential in a positive and productive
manner. |
| Respect
the uniqueness and intrinsic worth of every individual. |
| Treat
people with dignity, respect and compassion to foster
a trusting work environment free of harassment, intimidation,
and unlawful discrimination. |
| Ensure
that everyone has the opportunity to develop their
skills and new competencies. |
Assure
an environment of inclusiveness and a commitment
to diversity in the organizations we serve.
|
Develop,
administer and advocate policies and procedures that
foster fair, consistent and equitable treatment for
all.
|
Regardless
of personal interests, support decisions made by
our organizations that are both ethical and legal.
|
Act
in a responsible manner and practice sound management
in the country(ies) in which the organizations we
serve operate.
|
|
| CONFLICTS
OF INTEREST: |
| As HR professionals, we
must maintain a high level of trust with our stakeholders.
We must protect the interests of our stakeholders as well
as our professional integrity and should not engage in
activities that create actual, apparent, or potential conflicts
of interest. |
| To avoid activities that
are in conflict or may appear to be in conflict with any
of the provisions of this Code of Ethical and Professional
Standards in Human Resource Management or with one's responsibilities
and duties as a member of the human resource profession
and/or as an employee of any organization. |
| Adhere
to and advocate the use of published policies on conflicts
of interest within your organization. |
| Refrain
from using your position for personal, material or
financial gain or the appearance of such. |
| Refrain
from giving or seeking preferential treatment in the
human resources processes. |
Prioritize
your obligations to identify conflicts of interest
or the appearance thereof; when conflicts arise,
disclose them to relevant stakeholders.
|
|
| USE
OF INFORMATION: |
| HR professionals consider
and protect the rights of individuals, especially in the
acquisition and dissemination of information while ensuring
truthful communications and facilitating informed decision-making. |
| To build trust among all
organization constituents by maximizing the open exchange
of information, while eliminating anxieties about inappropriate
and/or inaccurate acquisition and sharing of information. |
| Acquire
and disseminate information through ethical and responsible
means. |
| Ensure
only appropriate information is used in decisions affecting
the employment relationship. |
| Investigate
the accuracy and source of information before allowing
it to be used in employment related decisions. |
Maintain
current and accurate HR information.
|
Safeguard
restricted or confidential information.
|
Take
appropriate steps to ensure the accuracy and completeness
of all communicated information about HR policies
and practices.
|
| Take appropriate
steps to ensure the accuracy and completeness of all
communicated information used in HR-related training. |
|
