SHRM – Selma
Code of Ethical
and Professional Standards
for Human Resource Management Professionals
I.
PROFESSIONAL RESPONSIBILITY
Core Principle
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.
Intent
-
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.
Guidelines
1.
Adhere to the highest standards of ethical and professional
behavior.
2.
Measure the effectiveness of HR in contributing to or achieving
organizational goals.
3.
Comply with the law.
4.
Work consistent with the values of the profession.
5.
Strive to achieve the highest levels of service, performance and
social responsibility.
6.
Advocate for the appropriate use and appreciation of human beings as
employees.
7.
Advocate openly and within the established forums for debate in
order to influence decision-making and results.
II.
PROFESSIONAL DEVELOPMENT
Core Principle
As HR professionals we must strive to meet the highest standards of
competence and commit to strengthen our competencies on a continuous
basis.
Intent
-
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”).
Guidelines
1.
Pursue formal academic opportunities.
2.
Commit to continuous learning, skills development and application of
new knowledge related to both human resource management and the
organizations we serve.
3.
Contribute to the body of knowledge, the evolution of the profession
and the growth of individuals through teaching, research and
dissemination of knowledge.
4.
Pursue certification such as CCP, CEBS, PHR, SPHR, etc. where
available, or comparable measures of competencies and knowledge.
III.
ETHICAL LEADERSHIP
Core Principle
As HR professionals, we are expected to exhibit individual
leadership as a role model for maintaining the highest standards of
ethical conduct.
Intent
-
To set the
standard and be an example for others.
-
To earn
individual respect and increase our credibility with those we
serve.
Guidelines
1.
Be
ethical; act ethically in every professional interaction.
2.
Question pending individual and group actions when necessary to
ensure that decisions are ethical and are implemented in an ethical
manner.
3.
Seek expert guidance if ever in doubt about the ethical propriety of
a situation.
4.
Through teaching and mentoring, champion the development of others
as ethical leaders in the profession and in organizations.
IV.
FAIRNESS AND JUSTICE
Core Principle
As HR professionals, we are ethically responsible for promoting and
fostering fairness and justice for all employees and their
organizations.
Intent
To create and sustain an environment that encourages all individuals
and the organization to reach their fullest potential in a positive
and productive manner.
Guidelines
1.
Respect the uniqueness and intrinsic worth of every individual.
2.
Treat people with dignity, respect and compassion to foster a
trusting work environment free of harassment, intimidation, and
unlawful discrimination.
3.
Ensure that everyone has the opportunity to develop their skills and
new competencies.
4.
Assure an environment of inclusiveness and a commitment to diversity
in the organizations we serve.
5.
Develop, administer and advocate policies and procedures that foster
fair, consistent and equitable treatment for all.
6.
Regardless of personal interests, support decisions made by our
organizations that are both ethical and legal.
7.
Act in a responsible manner and practice sound management in the
country(ies) in which the organizations we serve operate.
V.
CONFLICTS OF INTEREST
Core Principle
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.
Intent
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 for Human Resource Management Professionals
or with one's responsibilities and duties as a member of the human
resource profession and/or as an employee of any organization.
Guidelines
1.
Adhere to and advocate the use of published policies on conflicts of
interest within your organization.
2.
Refrain from using your position for personal, material or financial
gain or the appearance of such.
3.
Refrain from giving or seeking preferential treatment in the human
resources processes.
4.
Prioritize your obligations to identify conflicts of interest or the
appearance thereof; when conflicts arise, disclose them to relevant
stakeholders.
VI. USE
OF INFORMATION
Core Principle
As HR professionals we must consider and protect the rights of
individuals, especially in the acquisition and dissemination of
information while ensuring truthful communications and facilitating
informed decision-making.
Intent
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
Guidelines
1.
Acquire and disseminate information through ethical and responsible
means.
2.
Ensure only appropriate information is used in decisions affecting
the employment relationship.
3.
Investigate the accuracy and source of information before allowing
it to be used in employment related decisions.
4.
Maintain current and accurate HR information.
5.
Safeguard restricted or confidential information.
6.
Take appropriate steps to ensure the accuracy and completeness of
all communicated information about HR policies and practices.
7.
Take appropriate steps to ensure the accuracy and completeness of
all communicated information used in HR-related training.
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