HRMN 408 DQ Discussion Topic #1 – HR Professionalism, Competencies, and Code of Ethics In Week 1, we reviewed the SHRM Code of Ethics provided to HR Profe

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Discussion Topic #1 – HR Professionalism, Competencies, and Code of Ethics

In Week 1, we reviewed the SHRM Code of Ethics provided to HR Professionals. In addition, SHRM has developed a Competency Model and describes the HR professional’s ethical practice as “the ability to integrate core values, integrity and accountability throughout all organizational and business practices.”

Share your thoughts on what you are taking from your HRM program and in particular, this HRMN 408 Employment Law course that will has influenced you towards better understanding the ethical and legal considerations that HR professionals much adhere to.  

Discussion Topic #2 — Reflections on Course Outcomes

Since we are at the end of this course, this is the perfect time to reflect upon the achievement of Course Outcomes. As the Syllabus states….

After completing this course, you will be able to:

1. Analyze employment related laws, and ethical considerations  their application, and implications in the workplace 

2. Evaluate rights, obligations, and liabilities in the employment process and relationship.

3. Evaluate compliance with current laws and regulations related to safety and fairness in the workplace.

4. Effectively communicate to internal and external audiences the principles and application of employment laws and ethical considerations in the business environment.

Considering all the learning and work through discussions, reviewing resources, and the assignments, share your thoughts on the following:

  1. How comfortable do you feel that you have mastered these competencies?
  2. What has been most useful?
  3. What could have been more helpful?
  4. How has this course helped you to accomplish your career goals?
  5. What other areas of Employment Law and Ethical Considerations would you have like to see included in future courses?

3/16/2020 Code of Ethics

https://www.shrm.org/about-shrm/pages/code-of-ethics.aspx 1/4

Code of Ethics
11/16/07/As Amended 11/21/14

CODE PROVISIONS

**************************************************

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 in�uence workplace and recruitment practices.

To encourage professional decision-making and responsibility.

To encourage social responsibility.

Guidelines

�. Adhere to the highest standards of ethical and professional behavior.

�. Measure the e�ectiveness 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 in�uence decision-making and results.

PROFESSIONAL DEVELOPMENT

Core Principle

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3/16/2020 Code of Ethics

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As 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

�. 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 certi�cation where available, or comparable measures of competencies and knowledge.

ETHICAL LEADERSHIP

Core Principle

HR professionals 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

�. 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

Core Principle

As human resource 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

�. Respect the uniqueness and intrinsic worth of every individual.

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�. 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

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 con�icts of interest.

Intent

To avoid activities that are in con�ict or may appear to be in con�ict 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.

Guidelines

�. Adhere to and advocate the use of published policies on con�icts of interest within your organization.

�. Refrain from using your position for personal, material or �nancial gain or the appearance of such.

�. Refrain from giving or seeking preferential treatment in the human resources processes.

�. Prioritize your obligations to identify con�icts of interest or the appearance thereof; when con�icts arise, disclose them to relevant

stakeholders.

USE OF INFORMATION

Core Principle

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.

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

�. Acquire and disseminate information through ethical and responsible means.

�. Ensure only appropriate information is used in decisions a�ecting 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 con�dential 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.

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For information on disciplinary procedures for violations of the Code of Ethical and Professional Standards, please review Article

2, Section 5 of the SHRM Bylaws (www.shrm.org/about-shrm/Documents/SHRM%20Bylaws.pdf) .

Code of Ethics Toolkit: A Guide to Developing Your Organization’s Code of Ethics (www.shrm.org/about-

shrm/Documents/organization-coe.pdf)

Code of Ethics Toolkit: A Guide to Developing Your SHRM Chapter’s Code of Ethics (www.shrm.org/about-

shrm/Documents/chapter-coe.pdf)

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